Minimum Qualifications Education and/or Equivalent Experience: Graduation with a Bachelor’s degree from an accredited college or university with at least thirty (30) semester hours of natural or basic Science. Three (3) years’ experience in the field of Environmental Health. Licenses or Certifications: Valid Texas Class C Driver’s License. State of Texas Professional Sanitarian Registration or Credentialed as an Environmental Health Specialist/ Registered Sanitarian ( REHS /RS) by the National Environmental Health Association ( NEHA ) with the ability to obtain a Texas Registered Sanitarian license within (Six) 6 months of acceptance of position. Notes to Applicants Position Overview: The Austin Public Health, Environmental Health Services Division provides critical public health regulatory operations including food inspections, special permitting, plan review, environmental vector control and community education efforts. This position will primarily provide inspection services in unincorporated Travis County districts, including food, pools, and environmental complaint investigations. In addition to the minimum and preferred qualifications, the ideal candidate for these positions will demonstrate ethical values and integrity in decision-making. The Ideal candidate will be able to work independent of continuous supervision. They will be a self-starter. They will have an eye for detail. They will have an aptitude for good customer service and be able to deescalate conflict or heated situations. Driving Requirement: This position requires a valid Class “C” driver’s license or the ability to acquire one by your hire date. External New Hires must meet the City of Austin’s Driver Record Evaluation ( DRE ) requisite . To be considered for a driving position, applicants cannot have more than three moving violations or a total of six Driver Record Evaluation points within a period of thirty-six (36) months. APH Information This position supports Austin Public Health’s Mission and Core Purpose identified in the Austin Public Health Strategic Plan . Departmental Competencies related to the position can be found on Austin Public Health’s website . Immunization Requirement: Due to high-risk areas, Austin Public Health employees must comply with the department’s immunization policy. Regarding your Application: Each individual who submits an Application as provided in the Municipal Civil Service Rules and meets the Minimum Qualifications for a Competitive Position shall be considered a Candidate for that Position. Employees, in Good Standing, who are Candidates within the Department or division that the Position resides in and who meet the Minimum and Preferred Qualifications (if any) of the Position will be included in the initial interview. All Austin Public Health worksite locations are tobacco-free. Use of tobacco products and/or e-cigarettes is not permitted on any Austin Public Health worksite - including parking lots, garages, or in any personal vehicle located on the premises. When public health responds to an emergency you may be assigned activities that are outside your regular job description. This may involve responding at any time, including nights and weekends with possible deployment to locations other than the Austin Public Health. This position is eligible for the Public Service Loan Forgiveness ( PSF ) Program. This program is a federal program that is intended to encourage individuals to work in public service by forgiving the balance of their federal student loans. Salary and Benefits: Salary is commensurate with experience and qualifications. This position comes with a comprehensive benefits package consisting of medical and dental coverage, paid sick, vacation, and personal time, and a retirement plan. If you are selected to interview: This position will require a pre-employment Criminal Background Investigation ( CBI ). If you are identified as a top candidate, verification of your education, which may include High School graduation or GED , undergraduate, and/or graduate degrees, will be required. A skills assessment may be required. In-person interview(s) may be required for this process. Electronic Notification to Applications: Applicants will be notified via e-mail to communicate important information related to the status of their application as part of an ongoing effort to increase operational efficiency, promote a green environment, and minimize delays and costs. Please ensure that the email address and contact information you provide are current, secure, and readily accessible to you. We will not be responsible in any way if you do not receive our e-mails or fail to check your inbox in a timely manner. Applicants are encouraged to apply immediately. Please note that the Department may close the job posting at any time after 7 days. Pay Range $27.16 - $32.87 Hours Monday - Friday 7:45 a.m. - 4:45 p.m. Job Close Date 05/17/2024 Type of Posting External Department Austin Public Health Regular/Temporary Regular Grant Funded or Pooled Position Not Applicable Category Professional Location 1520 Rutherford Ln, Austin, Texas 78754 Preferred Qualifications Preferred Experience: Bilingual preferred but not required Strong background in Food and Pool Inspections Strong familiarity with the 2017 FDA Food Code and Swimming Pool Standards Completion of FDA Voluntary Standard #2 for Training Ability and willingness to independently work occasional nights & weekends. Duties, Functions and Responsibilities Essential duties and functions, pursuant to the Americans with Disabilities Act, may include the following. Other related duties may be assigned. Enforces state, county and local health and safety codes and ordinances with the authority to close businesses and facilities for administrative and health hazard violations. Provides 24/7/365 City/County wide emergency response to public health and environmental emergencies. Issues citations, notices of violation, and service requests, and is authorized to impose re-inspection fees/penalties. Files criminal cases when applicable with the appropriate court of law and provides expert witness testimony in subsequent litigation. Coordinates, directs and/or conducts inspections and investigations in a variety of environmental settings for the purposes of protecting the public health and safety. Excludes or restricts employee work conditions based on Texas Administrative Code regulations. Provides field audits and second opinions of inspections and investigations. Investigates citizen complaints of any location, business or residence if probable cause exists of a public health hazard and develops plan for best practices and compliance. Detains food or equipment and requires the destruction of product which may be contaminated or pose a health hazard. Collects and analyzes samples and data and provides recommendations. Conducts meetings, staff training, and presentations for public education. Develops public education programs. Develops, generates and submits surveys and incident reports. Maintains database/documentation. Responsibilities - Supervision and/or Leadership Exercised: Provides leadership and training to Environmental Health Officer I and II positions. Knowledge, Skills and Abilities Must possess required knowledge, skills, abilities, and experience and be able to explain and demonstrate, with or without reasonable accommodations, that the essential functions of the job can be performed. Knowledge of the principles, interpretation, and administration of applicable policies, codes, and municipal, State, Federal regulations and guidelines. Knowledge of proper safety practices, procedures and regulations applicable to work being performed. Knowledge of applicable health and safety codes, ordinances and regulations. Skill in analyzing professional engineered drawings and specifications for approval. Skill in analyzing research to determine applicable ordinances, codes, regulations, and statutes. Skill in resolving problems or situations requiring the exercise of good judgment. Skill in preparing clear and concise written reports, and in presenting data to provide timely management information. Skill in communicating, orally and in writing, any violation and the requirements for its improvement and/or rehabilitation to architects, contractors, developers, other City staff, and the public to achieve voluntary compliance. Knowledge of the methods required in reading and interpreting maps and/or plans. Knowledge of computer programs such as databases and word processing. Ability to use digital camera and personal, laptop, and/or notebook computer. Skill in making accurate measurements and computations, and in maintaining records. Ability to use effective time management to meet Federal, State, City, Department, and Division mandated deadlines. Skill in establishing and maintaining good working relationships other City employees, contractors and the public. Criminal Background Investigation This position has been approved for a Criminal Background Investigation. EEO/ADA The City of Austin is committed to compliance with the Americans with Disabilities Act. If you require reasonable accommodation during the application process or have a question regarding an essential job function, please call (512) 974-3210 or Texas Relay by dialing 7-1-1. The City of Austin will not discriminate against any applicant or employee based on race, creed, color, national origin, sex, gender identity, age, religion, veteran status, disability, or sexual orientation. In addition, the City will not discriminate in employment decisions on the basis of an individual’s AIDS , AIDS Related Complex, or HIV status; nor will the City discriminate against individuals who are perceived to be at risk of HIV infection, or who associate with individuals who are believed to be at risk. Information For City Employees: If you are an employee within the department, are in good standing and meet both the minimum and preferred qualifications, then you will receive an initial interview. Supplemental Questions Required fields are indicated with an asterisk (*). * The minimum qualifications for this position are: Graduation with a Bachelor’s degree from an accredited college or university with at least thirty (30) semester hours of natural or basic Science and Three (3) years’ experience in the field of Environmental Health. Do you meet these minimum requirements? Yes No * This position requires: A State of Texas Professional Sanitarian Registration or Credentialed as an Environmental Health Specialist/ Registered Sanitarian (REHS/RS) by the National Environmental Health Association (NEHA) with the ability to obtain a Texas Registered Sanitarian license within (Six) 6 months of acceptance of position. Do you meet this requirement? Yes No * This position requires a Class "C" Driver License. Do you have a Class "C" Driver License or if selected for this position, do you have the ability to acquire a Class "C" Driver License by your hire date? Yes No * The City of Austin Driver Eligibility Standards require that External New Hires meet the City’s Driver Record Evaluation (DRE) requisite. To be considered for a driving position, applicants cannot have more than three moving violations or a total of six Driver Record Evaluation points within a period of thirty-six (36) months. Do you meet this requirement? Yes No * Due to working in high risk areas, applicants applying for this position must comply with the departments immunization policy as a condition of employment. Can you meet this requirement? Yes, I will comply to the vaccinations required by the APH department No, I cannot meet this requirement * This position requires a criminal background check. By selecting the following, you are acknowledging that you understand if you are selected as a top candidate for this position, you will need a successful CBI to be hired. I acknowledge and understand this position requires a Criminal Background Check. * Have you been standardized in Retail Food Inspections according to FDA Voluntary Standard #2 by a Local or State Health Agency? Yes No * Are you bilingual in English/Spanish or English/other language. Fluent in two languages - read, write, speak Bilingual and able to speak in the second languae Bilingual and understand if someone is speaking to me in second language None of the above * In the prior twelve months have you been employed by, owned any interest in, or been an officer or board member, for any business entity, including a non-profit organization, that is transacting any business with the City of Austin, including a recipient of any contracts, grants, or any funds of any kind from the City of Austin? Yes No Don't know * If you answered yes to the previous question, please explain below. (Open Ended Question) Optional & Required Documents Required Documents Cover Letter Resume Optional Documents
Apr 27, 2024
Full Time
Minimum Qualifications Education and/or Equivalent Experience: Graduation with a Bachelor’s degree from an accredited college or university with at least thirty (30) semester hours of natural or basic Science. Three (3) years’ experience in the field of Environmental Health. Licenses or Certifications: Valid Texas Class C Driver’s License. State of Texas Professional Sanitarian Registration or Credentialed as an Environmental Health Specialist/ Registered Sanitarian ( REHS /RS) by the National Environmental Health Association ( NEHA ) with the ability to obtain a Texas Registered Sanitarian license within (Six) 6 months of acceptance of position. Notes to Applicants Position Overview: The Austin Public Health, Environmental Health Services Division provides critical public health regulatory operations including food inspections, special permitting, plan review, environmental vector control and community education efforts. This position will primarily provide inspection services in unincorporated Travis County districts, including food, pools, and environmental complaint investigations. In addition to the minimum and preferred qualifications, the ideal candidate for these positions will demonstrate ethical values and integrity in decision-making. The Ideal candidate will be able to work independent of continuous supervision. They will be a self-starter. They will have an eye for detail. They will have an aptitude for good customer service and be able to deescalate conflict or heated situations. Driving Requirement: This position requires a valid Class “C” driver’s license or the ability to acquire one by your hire date. External New Hires must meet the City of Austin’s Driver Record Evaluation ( DRE ) requisite . To be considered for a driving position, applicants cannot have more than three moving violations or a total of six Driver Record Evaluation points within a period of thirty-six (36) months. APH Information This position supports Austin Public Health’s Mission and Core Purpose identified in the Austin Public Health Strategic Plan . Departmental Competencies related to the position can be found on Austin Public Health’s website . Immunization Requirement: Due to high-risk areas, Austin Public Health employees must comply with the department’s immunization policy. Regarding your Application: Each individual who submits an Application as provided in the Municipal Civil Service Rules and meets the Minimum Qualifications for a Competitive Position shall be considered a Candidate for that Position. Employees, in Good Standing, who are Candidates within the Department or division that the Position resides in and who meet the Minimum and Preferred Qualifications (if any) of the Position will be included in the initial interview. All Austin Public Health worksite locations are tobacco-free. Use of tobacco products and/or e-cigarettes is not permitted on any Austin Public Health worksite - including parking lots, garages, or in any personal vehicle located on the premises. When public health responds to an emergency you may be assigned activities that are outside your regular job description. This may involve responding at any time, including nights and weekends with possible deployment to locations other than the Austin Public Health. This position is eligible for the Public Service Loan Forgiveness ( PSF ) Program. This program is a federal program that is intended to encourage individuals to work in public service by forgiving the balance of their federal student loans. Salary and Benefits: Salary is commensurate with experience and qualifications. This position comes with a comprehensive benefits package consisting of medical and dental coverage, paid sick, vacation, and personal time, and a retirement plan. If you are selected to interview: This position will require a pre-employment Criminal Background Investigation ( CBI ). If you are identified as a top candidate, verification of your education, which may include High School graduation or GED , undergraduate, and/or graduate degrees, will be required. A skills assessment may be required. In-person interview(s) may be required for this process. Electronic Notification to Applications: Applicants will be notified via e-mail to communicate important information related to the status of their application as part of an ongoing effort to increase operational efficiency, promote a green environment, and minimize delays and costs. Please ensure that the email address and contact information you provide are current, secure, and readily accessible to you. We will not be responsible in any way if you do not receive our e-mails or fail to check your inbox in a timely manner. Applicants are encouraged to apply immediately. Please note that the Department may close the job posting at any time after 7 days. Pay Range $27.16 - $32.87 Hours Monday - Friday 7:45 a.m. - 4:45 p.m. Job Close Date 05/17/2024 Type of Posting External Department Austin Public Health Regular/Temporary Regular Grant Funded or Pooled Position Not Applicable Category Professional Location 1520 Rutherford Ln, Austin, Texas 78754 Preferred Qualifications Preferred Experience: Bilingual preferred but not required Strong background in Food and Pool Inspections Strong familiarity with the 2017 FDA Food Code and Swimming Pool Standards Completion of FDA Voluntary Standard #2 for Training Ability and willingness to independently work occasional nights & weekends. Duties, Functions and Responsibilities Essential duties and functions, pursuant to the Americans with Disabilities Act, may include the following. Other related duties may be assigned. Enforces state, county and local health and safety codes and ordinances with the authority to close businesses and facilities for administrative and health hazard violations. Provides 24/7/365 City/County wide emergency response to public health and environmental emergencies. Issues citations, notices of violation, and service requests, and is authorized to impose re-inspection fees/penalties. Files criminal cases when applicable with the appropriate court of law and provides expert witness testimony in subsequent litigation. Coordinates, directs and/or conducts inspections and investigations in a variety of environmental settings for the purposes of protecting the public health and safety. Excludes or restricts employee work conditions based on Texas Administrative Code regulations. Provides field audits and second opinions of inspections and investigations. Investigates citizen complaints of any location, business or residence if probable cause exists of a public health hazard and develops plan for best practices and compliance. Detains food or equipment and requires the destruction of product which may be contaminated or pose a health hazard. Collects and analyzes samples and data and provides recommendations. Conducts meetings, staff training, and presentations for public education. Develops public education programs. Develops, generates and submits surveys and incident reports. Maintains database/documentation. Responsibilities - Supervision and/or Leadership Exercised: Provides leadership and training to Environmental Health Officer I and II positions. Knowledge, Skills and Abilities Must possess required knowledge, skills, abilities, and experience and be able to explain and demonstrate, with or without reasonable accommodations, that the essential functions of the job can be performed. Knowledge of the principles, interpretation, and administration of applicable policies, codes, and municipal, State, Federal regulations and guidelines. Knowledge of proper safety practices, procedures and regulations applicable to work being performed. Knowledge of applicable health and safety codes, ordinances and regulations. Skill in analyzing professional engineered drawings and specifications for approval. Skill in analyzing research to determine applicable ordinances, codes, regulations, and statutes. Skill in resolving problems or situations requiring the exercise of good judgment. Skill in preparing clear and concise written reports, and in presenting data to provide timely management information. Skill in communicating, orally and in writing, any violation and the requirements for its improvement and/or rehabilitation to architects, contractors, developers, other City staff, and the public to achieve voluntary compliance. Knowledge of the methods required in reading and interpreting maps and/or plans. Knowledge of computer programs such as databases and word processing. Ability to use digital camera and personal, laptop, and/or notebook computer. Skill in making accurate measurements and computations, and in maintaining records. Ability to use effective time management to meet Federal, State, City, Department, and Division mandated deadlines. Skill in establishing and maintaining good working relationships other City employees, contractors and the public. Criminal Background Investigation This position has been approved for a Criminal Background Investigation. EEO/ADA The City of Austin is committed to compliance with the Americans with Disabilities Act. If you require reasonable accommodation during the application process or have a question regarding an essential job function, please call (512) 974-3210 or Texas Relay by dialing 7-1-1. The City of Austin will not discriminate against any applicant or employee based on race, creed, color, national origin, sex, gender identity, age, religion, veteran status, disability, or sexual orientation. In addition, the City will not discriminate in employment decisions on the basis of an individual’s AIDS , AIDS Related Complex, or HIV status; nor will the City discriminate against individuals who are perceived to be at risk of HIV infection, or who associate with individuals who are believed to be at risk. Information For City Employees: If you are an employee within the department, are in good standing and meet both the minimum and preferred qualifications, then you will receive an initial interview. Supplemental Questions Required fields are indicated with an asterisk (*). * The minimum qualifications for this position are: Graduation with a Bachelor’s degree from an accredited college or university with at least thirty (30) semester hours of natural or basic Science and Three (3) years’ experience in the field of Environmental Health. Do you meet these minimum requirements? Yes No * This position requires: A State of Texas Professional Sanitarian Registration or Credentialed as an Environmental Health Specialist/ Registered Sanitarian (REHS/RS) by the National Environmental Health Association (NEHA) with the ability to obtain a Texas Registered Sanitarian license within (Six) 6 months of acceptance of position. Do you meet this requirement? Yes No * This position requires a Class "C" Driver License. Do you have a Class "C" Driver License or if selected for this position, do you have the ability to acquire a Class "C" Driver License by your hire date? Yes No * The City of Austin Driver Eligibility Standards require that External New Hires meet the City’s Driver Record Evaluation (DRE) requisite. To be considered for a driving position, applicants cannot have more than three moving violations or a total of six Driver Record Evaluation points within a period of thirty-six (36) months. Do you meet this requirement? Yes No * Due to working in high risk areas, applicants applying for this position must comply with the departments immunization policy as a condition of employment. Can you meet this requirement? Yes, I will comply to the vaccinations required by the APH department No, I cannot meet this requirement * This position requires a criminal background check. By selecting the following, you are acknowledging that you understand if you are selected as a top candidate for this position, you will need a successful CBI to be hired. I acknowledge and understand this position requires a Criminal Background Check. * Have you been standardized in Retail Food Inspections according to FDA Voluntary Standard #2 by a Local or State Health Agency? Yes No * Are you bilingual in English/Spanish or English/other language. Fluent in two languages - read, write, speak Bilingual and able to speak in the second languae Bilingual and understand if someone is speaking to me in second language None of the above * In the prior twelve months have you been employed by, owned any interest in, or been an officer or board member, for any business entity, including a non-profit organization, that is transacting any business with the City of Austin, including a recipient of any contracts, grants, or any funds of any kind from the City of Austin? Yes No Don't know * If you answered yes to the previous question, please explain below. (Open Ended Question) Optional & Required Documents Required Documents Cover Letter Resume Optional Documents
City of Long Beach, CA
City of Long Beach, California, United States
DESCRIPTION T H E C O M M U N I T Y Ideally located on the Pacific Ocean south of Los Angeles, adjacent to Orange County, the City of Long Beach, California (population 470,000) is frequently described as a series of strong, diverse interwoven smaller communities within a large city. Enjoying an ideal Southern California climate, Long Beach is home to an abundance of cultural and recreational options. The Long Beach Convention Center, Aquarium of the Pacific, Queen Mary, and the annual Acura Grand Prix of Long Beach, plus a wide variety of other attractions (two historic ranchos, three marinas, and five golf courses), serve to draw 6.5 million visitors a year. The City is also home to California State University, Long Beach and Long Beach City College. Cal State Long Beach is the second largest university in the state and was recently ranked the No. 3 best-value public college in the nation. Covering approximately 50 square miles, Long Beach is supported by a wide mix of industries with education, health and social services, manufacturing, retail trade, and professional services comprising the highest representation. Known for its livable and desirable neighborhoods, Long Beach was named by America’s Promise Alliance as one of the 100 Best Communities for Young People two years in a row. While it offers all the amenities of a large metropolis, many say Long Beach offers the added benefit of having maintained a strong sense of community and cohesiveness despite its growth. A superb climate, quality schools, a vibrant downtown, and a wide variety of neighborhoods help make Long Beach one of the most livable communities in the country. C I T Y G O V E R N M E N T Long Beach, a charter city formed in 1897, is governed by nine City Council Members elected by district and a city-wide elected Mayor. Other elected officials include the City Attorney, City Auditor, and City Prosecutor. The elected officials are elected to staggered four-year terms. The City Council appoints the City Manager and City Clerk. The City Manager is responsible for the efficient administration of all City departments, excluding those under the direction of a separately elected official, Board or Commission. Long Beach is one of only three cities in California with its own Health Department and one of the very few municipalities with its own Utilities Department (Water and Gas) and Energy Resources Departments. The City is supported by a FY 2024 total budget of approximately $3.3 billion with a General Fund budget of $719 million. More than 6,000 full and part-time employees support municipal operations with the vast majority being represented by twelve employee associations. To learn more about the City of Long Beach, go to: www.longbeach.gov . T H E D E P A R T M E N T The Department of Health and Human Services has been improving the health of the Long Beach community for over a century, and Long Beach is one of only three municipal health jurisdictions in the State of California, as well as one of three City homeless continuums of care in Los Angeles County. The Department recently received public health reaccreditation and works to address matters of public health and safety, including communicable disease, strengthening the public safety net, and equitable access to care. Of the Department’s $170 million budget, more than 80% comes from grant funding. The Department is overseen by the Director of Health and Human Services and has more than 55 programs serving the health and wellness of the City. It is organized into seven bureaus—Community Health, Communicable Disease and Emergency Response, Collective Impact, Environmental Health, Homeless Services, the Housing Authority, and Administrative and Financial Services. The Department operates its programs and services as efficiently and effectively as possible, using technology, innovation, and creativity to enhance the quality of services provided to the Long Beach community. EXAMPLES OF DUTIES T H E P O S I T I O N The Laboratory Services Officer is an at-will management position that reports to the Communicable Disease and Emergency Response Bureau Manager and manages the Laboratory Services Division. This position is responsible for the scientific and administrative direction of the Long Beach Public Health Laboratory to ensure effective and efficient services and compliance with established standards, rules, and regulations. The Division currently has a staff of 7, including a microbiologist supervisor. The Laboratory Services Officer position is located at the Main Health Department, 2525 Grand Avenue, Long Beach, CA 90815. Please note this position is eligible for a hybrid schedule upon successful completion of the probationary period per the City of Long Beach Hybrid Work policy. Specific duties include: Plans, organizes, and directs the programs of the Long Beach Public Health Laboratory; Serves as a resource and technical consultant to the City Health Officer, City staff, local physicians, and clinical and hospital laboratory personnel on microbiology testing, policy, laws, regulations, and services; Establishes and maintains sound working relationships with federal, state, and county agencies concerned with diagnosis, control, and prevention of communicable diseases and other illnesses of public health concern; Designs and develops laboratory services to meet the needs of new or proposed Health Department programs, including working with management to meet Department and division goals; Coordinates the work of the Lab with other Health Department bureaus/programs, including Environmental Health and Public Health Emergency Management, and with the activities of other City Departments and clinical and hospital laboratories requiring laboratory testing; Instructs and reviews the work of laboratory personnel and ensures quality and accuracy in the testing environments; Interprets policies and procedures, including state and federal regulations; Ensures compliance with State and Clinical Laboratory Improvement Amendments (CLIA) federal requirements for clinical public health and environmental testing laboratories, as well as compliance with Centers for Disease Control (CDC) and National Institute of Health (NIH) safety requirements for a laboratory performing testing at Biosafety levels two (2) and three (3); Plans and directs the training of laboratory personnel; Prepares technical reports and budget recommendations; Provides technical input and contract review for outside contracts for laboratory services; Evaluates existing laboratory techniques and develops new or improved procedures; Conducts validation and verification studies of new methodologies and instrumentations; Working with City facility personnel, engineers, architects, and contractors to design, build, remodel, and maintain necessary facilities to house laboratory operations, including biocontainment facilities if necessary; Leads and directs the development, communication, and implementation of effective growth strategies; Implements and supervises quality assurance practices and procedures relating to laboratory operations and control activities; and, Performs other related duties as required. Placement within the salary range will be dependent upon factors such as qualifications, experience, and/or grant funding availability. T H E I D E A L C A N D I D A T E W I L L Have knowledge and experience in running a public health laboratory, including staffing, scheduling, fee structures and budgeting, technology, and testing; Have knowledge of the regulations governing the management and operations of a public health laboratory, auditing, and reviewing standards; and, Demonstrate the values of integrity, transparency, excellence, innovation, partnership and teamwork, as well as the ability to establish and maintain effective working relationships with staff, regulatory agencies, local officials, the ability to develop and promote a culture of quality customer services and ability to work across the Department to increase collective impact. REQUIREMENTS TO FILE M I N I M U M R E Q U I R E M E N T S A minimum of five years of progressively responsible public health laboratory experience, with a minimum o f three years in a management/supervisory capacity. A valid Laboratory Director License. A valid California State Public Health Microbiologist Certification. Valid motor vehicle operator license. (Required to obtain a California motor vehicle operator license within 6 months of employment if license is out of state. DMV K4 driver license information report required during onboarding if selected for position). Willingness and ability to work evenings, nights, weekends, holidays, on-call, and during emergencies as required. AND Applicants must meet one of the following options: Doctoral Degree in Microbiology, Chemical, Physical, Biological, or Clinical Laboratory Science. A Medical Doctor (MD) or Doctor of Osteopathy (DO) Degree. Held a position as a Laboratory Director or could have qualified as a "Laboratory Director" under regulations at 42 CFR 493.1415, published March 14, 1990 at 55 FR 9538 on or before February 28, 1992. On or before February 28, 1992, be qualified under CA State law to direct a public health laboratory to include 4 years of full time public health laboratory experience. SELECTION PROCEDURE A P P L I C A T I O N P R O C E S S This recruitment will close at 11:59PM PST, on Friday, May 31, 2024 . T o be considered, applicants must submit a resume, cover letter, proof of Laboratory Director Licensure , and p roof of California State Public Health Microbiologist Certification in PDF format. Applications will be reviewed for depth and breadth of experience, and for level and relatedness of education. The most qualified candidates will be invited to participate in further selection procedures. The selected candidate may be required to go through a background check and a physical examination prior to appointment. Applicants who do not meet the minimum requirements, including submission of all required attachments, will not be considered. For questions regarding this recruitment, please contact (562) 570-6927. E Q U A L O P P O R T U N I T Y The City of Long Beach is an Equal Opportunity Employer . We value and encourage diversity in our workforce. The City of Long Beach is committed to creating a workplace where every employee is valued for who they are. Having our workforce reflect the diversity of our community at various levels of the organization is a continuous goal embraced by our departments, management staff, and policymakers. To support efforts of fairness and diversity, City Leadership is committed to incorporating equity and inclusion into our work by supporting staff and community partners. We are committed to promoting transparency by publishing updated demographic information for employees, including workforce diversity data and pay by race and gender. The City of Long Beach will consider qualified applicants with a criminal history pursuant to the California Fair Chance Act. You are not required to disclose your criminal history or participate in a background check until you receive a conditional job offer. If the City of Long Beach has concerns about a conviction that is directly related to the job after making a conditional job offer and conducting a background check, you will have the opportunity to explain the circumstances surrounding the conviction, provide evidence to mitigate concerns, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting https://calcivilrights.ca.gov/fair-chance-act The City of Long Beach intends to provide reasonable accommodations in accordance with the Americans with Disabilities Act of 1990 . If a special accommodation is desired, or if you would like to request this information in an alternative format, please call (562) 570-6927. For technical support with your governmentjobs.com application, please contact (855) 524-5627. The City of Long Beach offers its employees opportunities to grow personally and professionally.As a permanent employee, you are eligible to receive fringe benefits that include: Retirement: California Public Employees' Retirement System (PERS) defined benefit retirement plan, which is coordinated with Social Security. The benefit is 2.5% or 2.7% (depending on hire date) @55 for "Classic" members and 2% @62 for new members as defined by PEPRA, subject to the compensation limitations set by PERS. Both the City and the employee contributes toward CalPERS retirement contributions. The city also participates in Social Security. Health and Dental Insurance: The City offers the choice of HMO and PPO plans. The city pays major portion of the premium for employee and dependents depending on the health/ dental plan selected. Life Insurance: City-paid term life insurance policy equal to three (3) times annual salary to a maximum of $500,000. Disability Insurance: City-paid short-term and long-term disability insurance. Management Physical: Annual City-paid physical examination. Vacation: Twelve (12) vacation days after the first year of service; 15 days after four years, six months of service; 20 days after 19 years, six months of service. Executive Leave: Forty (40) hours Executive Leave per year. The City Manager has discretion to grant an additional 40 hours each year. Sick Leave : One day earned per month; unlimited accumulation; conversion upon retirement to cash credit toward health and/or dental insurance premiums, or to pension credits. Holidays: Eleven (11) designated holidays per year, plus four personal holidays to be used at the employee's discretion. Transportation Allowance: Monthly allowance is allocated by classifications below; Department Head $650.00 Deputy Director/Manager/Director (Harbor/Utilities) $550.00 Division Officer/Superintendent/ Chief of Staff / Administrator / Principal DCA $450.00 Assistant to Executive / Executive Assistant / Executive Secretary/ Executive Support Staff $300.00 Deferred Compensation Plan: Optional for employee contribution to a supplementary retirement savings program available through Mission Square Retirement formerly ICMA-RC Retirement Corporation). Classic CalPERS Members: The City will contribute a maximum of up to two percent (2%) of base salary* for all qualified Classic CalPERS members. Public Employees’ Pension Reform Act (PEPRA) CalPERS Members: Effective the second full pay period following City Council adoption, the City contribution will increase from two percent (2%) to three percent (3%) of base salary* for all qualified PEPRA CalPERS members. Flexible Spending Account (FSA): Optional election for employees to reduce taxable income for payment of allowable childcare or medical expenses. Flexible/Hybrid Work Schedule: Available (subject to City Manager approval). Paid Parental Leave: The City provides one hundred and sixty (160) hours of Paid Parental Leave at 100% of salary, for the birth, adoption or foster placement of a child, regardless of the gender, marital status or sexual orientation of the parent. Closing Date/Time: 5/31/2024 11:59 PM Pacific
May 02, 2024
Full Time
DESCRIPTION T H E C O M M U N I T Y Ideally located on the Pacific Ocean south of Los Angeles, adjacent to Orange County, the City of Long Beach, California (population 470,000) is frequently described as a series of strong, diverse interwoven smaller communities within a large city. Enjoying an ideal Southern California climate, Long Beach is home to an abundance of cultural and recreational options. The Long Beach Convention Center, Aquarium of the Pacific, Queen Mary, and the annual Acura Grand Prix of Long Beach, plus a wide variety of other attractions (two historic ranchos, three marinas, and five golf courses), serve to draw 6.5 million visitors a year. The City is also home to California State University, Long Beach and Long Beach City College. Cal State Long Beach is the second largest university in the state and was recently ranked the No. 3 best-value public college in the nation. Covering approximately 50 square miles, Long Beach is supported by a wide mix of industries with education, health and social services, manufacturing, retail trade, and professional services comprising the highest representation. Known for its livable and desirable neighborhoods, Long Beach was named by America’s Promise Alliance as one of the 100 Best Communities for Young People two years in a row. While it offers all the amenities of a large metropolis, many say Long Beach offers the added benefit of having maintained a strong sense of community and cohesiveness despite its growth. A superb climate, quality schools, a vibrant downtown, and a wide variety of neighborhoods help make Long Beach one of the most livable communities in the country. C I T Y G O V E R N M E N T Long Beach, a charter city formed in 1897, is governed by nine City Council Members elected by district and a city-wide elected Mayor. Other elected officials include the City Attorney, City Auditor, and City Prosecutor. The elected officials are elected to staggered four-year terms. The City Council appoints the City Manager and City Clerk. The City Manager is responsible for the efficient administration of all City departments, excluding those under the direction of a separately elected official, Board or Commission. Long Beach is one of only three cities in California with its own Health Department and one of the very few municipalities with its own Utilities Department (Water and Gas) and Energy Resources Departments. The City is supported by a FY 2024 total budget of approximately $3.3 billion with a General Fund budget of $719 million. More than 6,000 full and part-time employees support municipal operations with the vast majority being represented by twelve employee associations. To learn more about the City of Long Beach, go to: www.longbeach.gov . T H E D E P A R T M E N T The Department of Health and Human Services has been improving the health of the Long Beach community for over a century, and Long Beach is one of only three municipal health jurisdictions in the State of California, as well as one of three City homeless continuums of care in Los Angeles County. The Department recently received public health reaccreditation and works to address matters of public health and safety, including communicable disease, strengthening the public safety net, and equitable access to care. Of the Department’s $170 million budget, more than 80% comes from grant funding. The Department is overseen by the Director of Health and Human Services and has more than 55 programs serving the health and wellness of the City. It is organized into seven bureaus—Community Health, Communicable Disease and Emergency Response, Collective Impact, Environmental Health, Homeless Services, the Housing Authority, and Administrative and Financial Services. The Department operates its programs and services as efficiently and effectively as possible, using technology, innovation, and creativity to enhance the quality of services provided to the Long Beach community. EXAMPLES OF DUTIES T H E P O S I T I O N The Laboratory Services Officer is an at-will management position that reports to the Communicable Disease and Emergency Response Bureau Manager and manages the Laboratory Services Division. This position is responsible for the scientific and administrative direction of the Long Beach Public Health Laboratory to ensure effective and efficient services and compliance with established standards, rules, and regulations. The Division currently has a staff of 7, including a microbiologist supervisor. The Laboratory Services Officer position is located at the Main Health Department, 2525 Grand Avenue, Long Beach, CA 90815. Please note this position is eligible for a hybrid schedule upon successful completion of the probationary period per the City of Long Beach Hybrid Work policy. Specific duties include: Plans, organizes, and directs the programs of the Long Beach Public Health Laboratory; Serves as a resource and technical consultant to the City Health Officer, City staff, local physicians, and clinical and hospital laboratory personnel on microbiology testing, policy, laws, regulations, and services; Establishes and maintains sound working relationships with federal, state, and county agencies concerned with diagnosis, control, and prevention of communicable diseases and other illnesses of public health concern; Designs and develops laboratory services to meet the needs of new or proposed Health Department programs, including working with management to meet Department and division goals; Coordinates the work of the Lab with other Health Department bureaus/programs, including Environmental Health and Public Health Emergency Management, and with the activities of other City Departments and clinical and hospital laboratories requiring laboratory testing; Instructs and reviews the work of laboratory personnel and ensures quality and accuracy in the testing environments; Interprets policies and procedures, including state and federal regulations; Ensures compliance with State and Clinical Laboratory Improvement Amendments (CLIA) federal requirements for clinical public health and environmental testing laboratories, as well as compliance with Centers for Disease Control (CDC) and National Institute of Health (NIH) safety requirements for a laboratory performing testing at Biosafety levels two (2) and three (3); Plans and directs the training of laboratory personnel; Prepares technical reports and budget recommendations; Provides technical input and contract review for outside contracts for laboratory services; Evaluates existing laboratory techniques and develops new or improved procedures; Conducts validation and verification studies of new methodologies and instrumentations; Working with City facility personnel, engineers, architects, and contractors to design, build, remodel, and maintain necessary facilities to house laboratory operations, including biocontainment facilities if necessary; Leads and directs the development, communication, and implementation of effective growth strategies; Implements and supervises quality assurance practices and procedures relating to laboratory operations and control activities; and, Performs other related duties as required. Placement within the salary range will be dependent upon factors such as qualifications, experience, and/or grant funding availability. T H E I D E A L C A N D I D A T E W I L L Have knowledge and experience in running a public health laboratory, including staffing, scheduling, fee structures and budgeting, technology, and testing; Have knowledge of the regulations governing the management and operations of a public health laboratory, auditing, and reviewing standards; and, Demonstrate the values of integrity, transparency, excellence, innovation, partnership and teamwork, as well as the ability to establish and maintain effective working relationships with staff, regulatory agencies, local officials, the ability to develop and promote a culture of quality customer services and ability to work across the Department to increase collective impact. REQUIREMENTS TO FILE M I N I M U M R E Q U I R E M E N T S A minimum of five years of progressively responsible public health laboratory experience, with a minimum o f three years in a management/supervisory capacity. A valid Laboratory Director License. A valid California State Public Health Microbiologist Certification. Valid motor vehicle operator license. (Required to obtain a California motor vehicle operator license within 6 months of employment if license is out of state. DMV K4 driver license information report required during onboarding if selected for position). Willingness and ability to work evenings, nights, weekends, holidays, on-call, and during emergencies as required. AND Applicants must meet one of the following options: Doctoral Degree in Microbiology, Chemical, Physical, Biological, or Clinical Laboratory Science. A Medical Doctor (MD) or Doctor of Osteopathy (DO) Degree. Held a position as a Laboratory Director or could have qualified as a "Laboratory Director" under regulations at 42 CFR 493.1415, published March 14, 1990 at 55 FR 9538 on or before February 28, 1992. On or before February 28, 1992, be qualified under CA State law to direct a public health laboratory to include 4 years of full time public health laboratory experience. SELECTION PROCEDURE A P P L I C A T I O N P R O C E S S This recruitment will close at 11:59PM PST, on Friday, May 31, 2024 . T o be considered, applicants must submit a resume, cover letter, proof of Laboratory Director Licensure , and p roof of California State Public Health Microbiologist Certification in PDF format. Applications will be reviewed for depth and breadth of experience, and for level and relatedness of education. The most qualified candidates will be invited to participate in further selection procedures. The selected candidate may be required to go through a background check and a physical examination prior to appointment. Applicants who do not meet the minimum requirements, including submission of all required attachments, will not be considered. For questions regarding this recruitment, please contact (562) 570-6927. E Q U A L O P P O R T U N I T Y The City of Long Beach is an Equal Opportunity Employer . We value and encourage diversity in our workforce. The City of Long Beach is committed to creating a workplace where every employee is valued for who they are. Having our workforce reflect the diversity of our community at various levels of the organization is a continuous goal embraced by our departments, management staff, and policymakers. To support efforts of fairness and diversity, City Leadership is committed to incorporating equity and inclusion into our work by supporting staff and community partners. We are committed to promoting transparency by publishing updated demographic information for employees, including workforce diversity data and pay by race and gender. The City of Long Beach will consider qualified applicants with a criminal history pursuant to the California Fair Chance Act. You are not required to disclose your criminal history or participate in a background check until you receive a conditional job offer. If the City of Long Beach has concerns about a conviction that is directly related to the job after making a conditional job offer and conducting a background check, you will have the opportunity to explain the circumstances surrounding the conviction, provide evidence to mitigate concerns, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting https://calcivilrights.ca.gov/fair-chance-act The City of Long Beach intends to provide reasonable accommodations in accordance with the Americans with Disabilities Act of 1990 . If a special accommodation is desired, or if you would like to request this information in an alternative format, please call (562) 570-6927. For technical support with your governmentjobs.com application, please contact (855) 524-5627. The City of Long Beach offers its employees opportunities to grow personally and professionally.As a permanent employee, you are eligible to receive fringe benefits that include: Retirement: California Public Employees' Retirement System (PERS) defined benefit retirement plan, which is coordinated with Social Security. The benefit is 2.5% or 2.7% (depending on hire date) @55 for "Classic" members and 2% @62 for new members as defined by PEPRA, subject to the compensation limitations set by PERS. Both the City and the employee contributes toward CalPERS retirement contributions. The city also participates in Social Security. Health and Dental Insurance: The City offers the choice of HMO and PPO plans. The city pays major portion of the premium for employee and dependents depending on the health/ dental plan selected. Life Insurance: City-paid term life insurance policy equal to three (3) times annual salary to a maximum of $500,000. Disability Insurance: City-paid short-term and long-term disability insurance. Management Physical: Annual City-paid physical examination. Vacation: Twelve (12) vacation days after the first year of service; 15 days after four years, six months of service; 20 days after 19 years, six months of service. Executive Leave: Forty (40) hours Executive Leave per year. The City Manager has discretion to grant an additional 40 hours each year. Sick Leave : One day earned per month; unlimited accumulation; conversion upon retirement to cash credit toward health and/or dental insurance premiums, or to pension credits. Holidays: Eleven (11) designated holidays per year, plus four personal holidays to be used at the employee's discretion. Transportation Allowance: Monthly allowance is allocated by classifications below; Department Head $650.00 Deputy Director/Manager/Director (Harbor/Utilities) $550.00 Division Officer/Superintendent/ Chief of Staff / Administrator / Principal DCA $450.00 Assistant to Executive / Executive Assistant / Executive Secretary/ Executive Support Staff $300.00 Deferred Compensation Plan: Optional for employee contribution to a supplementary retirement savings program available through Mission Square Retirement formerly ICMA-RC Retirement Corporation). Classic CalPERS Members: The City will contribute a maximum of up to two percent (2%) of base salary* for all qualified Classic CalPERS members. Public Employees’ Pension Reform Act (PEPRA) CalPERS Members: Effective the second full pay period following City Council adoption, the City contribution will increase from two percent (2%) to three percent (3%) of base salary* for all qualified PEPRA CalPERS members. Flexible Spending Account (FSA): Optional election for employees to reduce taxable income for payment of allowable childcare or medical expenses. Flexible/Hybrid Work Schedule: Available (subject to City Manager approval). Paid Parental Leave: The City provides one hundred and sixty (160) hours of Paid Parental Leave at 100% of salary, for the birth, adoption or foster placement of a child, regardless of the gender, marital status or sexual orientation of the parent. Closing Date/Time: 5/31/2024 11:59 PM Pacific
CALAVERAS COUNTY, CA
San Andreas, California, United States
Position Description Calaveras County Public Health is seeking a full time, in person Public Health Nursing Director. This position under administrative direction, plans, organizes and directs the patient care and nursing services of the Public Health Department; acts as chief advisor to the Health Officer on nursing matters; assists the Public Health Director in planning, organizing and directing public health programs and budgets, and performs related work as required. Nestled in California’s historic Gold Country, enjoy what Calaveras County has to offer with its four seasons of spectacular outdoor recreation and events. Experience wine tasting and frog jumping in spring and summer. Grape stomping and exploring mountain sports in the fall and winter. The position is located in San Andreas, California: the county seat of Calaveras County. Calaveras County has a lot to offer if you’re looking to make an impact in the community and be part of a team that values a work-life balance. A comprehensive benefits package - healthcare, dental/vision, paid leave, retirement - is included upon your employment. Join an award-winning team that appreciates your talents and fosters innovation. To learn more, watch: https://youtu.be/Qb5Sb0_GHKg Apply online! Get started on your application today! Under administrative direction, plans, organizes and directs the patient care and nursing services of the Public Health Department; acts as chief advisor to the Health Officer on nursing matters; assists the Public Health Director in planning, organizing and directing public health programs and budgets, and performs related work as required. DISTINGUISHING CHARACTERISTICS: This is a management level classification with accountability for patient care services and responsibility for directing and managing public health nursing programs and supervising and directing the work of professional public health and community nursing staff as well as paraprofessional staff. This position often exercises independent judgment in the performance of duties. This classification works under the direction of the Director of Public Health and the emphasis is on administration and supervision. Example of Duties Plans, organizes and directs patient care programs, clinical services and nursing service programs. Develops, implements and monitors policies and procedures related to patient care, nursing practice and patient safety. Assists with the development of the annual Department budget for clinical care and public health nursing service programs. Supervises, directs and evaluates nursing and other personnel to include assigning work, counseling, discipline and employee performance appraisals. Assists with the development and monitoring of program budgets for MCAH and child health programs. Reviews and inspects the quality of clinical services and nursing performance; monitors quality assurance and compliance with requirements of state and federal agencies. Reviews funding opportunities and assists with the preparation of grant proposals. Confers with and provides expert advice and assistance to the Health Officer, Director of Public Health and staff on nursing issues. Represents Department in meetings with other County departments, community agencies and state agencies. Develops information concerning community health needs; serves as a consultant for community agencies. Directs or develops and maintains required reports and records for clinical and program services. Assists in the development and organization of emergency-related delivery of nursing assessment, first aid and mass prophylaxis services; directs nursing services in response to local public health emergency. Minimum Qualifications Knowledge of: Principles, methods, practices and current trends of general and public health nursing; principles and methods of public health including communicable disease control, maternal, child and geriatric health, reproductive health, preventive medicine and community health promotion; principles and techniques of effective employee supervision, training, evaluation and development; principles of medical record keeping; program analysis, planning, development, implementation and evaluation; safety requirements including principles and practices pertaining to clinical service worker safety; emergency preparedness and response to a medical health incident; budget development and monitoring. Ability to: Plan, organize and direct nursing services within professional standards, legal requirements and financial circumstances; plan, train and direct the work of nursing and other personnel; apply routine nursing techniques in the care and treatment of patients; identify and analyze patient care and administrative problems and implement operational changes; determine the appropriate course of action in emergency situations; develop and administer a program budget; develop and prepare statistics, records and concise logical oral and written reports; interpret and apply complex regulations concerning clinical services; determine and devaluate levels of achievement and performance; communicate effectively both orally and in writing; establish and maintain effective interpersonal relations with individuals at all organizational levels; secure cooperation and teamwork among professional and/or support staff; plan, organize and manage public health nursing programs and services. Education, Training, and Experience : Possession of a baccalaureate degree in nursing from a nursing school accredited by the National League for Nursing and five years of public health nursing experience including two years of experience in a supervisory or administrative capacity. Possession of a Masters of Public Health degree from a school of public health accredited by the American Public Health Association may substitute for one year of the supervisory or administrative experience. Special Requirements Possession of an active license to practice as a registered nurse in California, possession of a California Public Health Nurse Certificate, and possession of a valid California driver's license. Bargaining Unit 4 - Mid-Management & Professional Exempt Employees For available Health/Dental/Vision insurance please visit the County BENEFITS WEBPAGE. NEW * Assist-To-Own program to help Couny employees purchase a home. Program Highlights: Down Payment Assistance, up to 5.5% of the Total Mortgage Loan. Available with purchase of a primary residence. Variety of Mortgage Loan options (FHA, VA, USDA and Conventional Mortgage Loans). No first-time homebuyer requirement to qualify. Flexible guidelines: Minimum FICO 640; Maximum DTI 50%. Flexible income limits, up to moderate income levels; no income limits for FHA and VA. For more information, vists Calaveras County Assist-to-Own Extra-Hire: Extra-hire employees are not eligible for step advances, vacation, seniority rights, holiday pay or other certain employee benefits. They are entitled to 24 hours of sick leave per year and eligilbe for the county's CORE Medical plan but not eligible for dental or vision insurance. Vacation days: 0 - 3 complete years = 80 hours per year. After 6 months you can take your first week. 3 - 10 complete years = 120 hours per year 10 years+ = 160 per year Holidays :13 paid holidays per year. Sick Leave: 12 days annual sick leave accrual with unlimited accumulation. Sick leave is accrued at 3.69 hours for each full 80 hours of payroll period. 60 hours of sick leave can be used for immediate family, parent spouse, child or sibling. Management Time Off (MTO) : 40 annually, pro-rated if hired on/after July 1st. Merit: After successfully completing twenty-six (26) pay periods, a 5% merit increase may be granted.Merit increases may be granted annually thereafter to the top step. Probation Period: New employees remain in a probationary status for 26 pay periods.. Longevity Incentives @ 2.5% for each of the following: 5.5 years (if hired before March 28, 2005) 6 years 10 years 15 years 20 years 25 years Flexible Spending Accounts under Section 125 Flexible Spending:Pre-Tax Medical Reimbursement - Max contribution of $2,500 annually Flexible Spending:Pre-Tax Dependent Care Account - Max contribution of $5,000 annually Section 125 Plan :Additional insurance is available through the Section 125 plan and may be purchased from a representative during open enrollment or by appointment when they are on-site. AFLAC Heart & Stroke Insurance Cancer Insurance Accident Insurance Universal Life Insurance Short Term Disability Insurance LEGALSHIELD Life Insurance: $50,000.00 County paid Retirement Information: CalPERS: CLASSIC MEMBERS: 2% at 55 PEPRA MEMBERS: 2% at 62 Additional Retirement Plan: The County offers a 457 Government plan. Employees can contribute u to this deferred compensation plan ( Pre or Post Tax options ).The County utilizes VALIC. Participating employees will receive a County paid match of up to $50 a month Closing Date/Time: Continuous
Mar 08, 2024
Full Time
Position Description Calaveras County Public Health is seeking a full time, in person Public Health Nursing Director. This position under administrative direction, plans, organizes and directs the patient care and nursing services of the Public Health Department; acts as chief advisor to the Health Officer on nursing matters; assists the Public Health Director in planning, organizing and directing public health programs and budgets, and performs related work as required. Nestled in California’s historic Gold Country, enjoy what Calaveras County has to offer with its four seasons of spectacular outdoor recreation and events. Experience wine tasting and frog jumping in spring and summer. Grape stomping and exploring mountain sports in the fall and winter. The position is located in San Andreas, California: the county seat of Calaveras County. Calaveras County has a lot to offer if you’re looking to make an impact in the community and be part of a team that values a work-life balance. A comprehensive benefits package - healthcare, dental/vision, paid leave, retirement - is included upon your employment. Join an award-winning team that appreciates your talents and fosters innovation. To learn more, watch: https://youtu.be/Qb5Sb0_GHKg Apply online! Get started on your application today! Under administrative direction, plans, organizes and directs the patient care and nursing services of the Public Health Department; acts as chief advisor to the Health Officer on nursing matters; assists the Public Health Director in planning, organizing and directing public health programs and budgets, and performs related work as required. DISTINGUISHING CHARACTERISTICS: This is a management level classification with accountability for patient care services and responsibility for directing and managing public health nursing programs and supervising and directing the work of professional public health and community nursing staff as well as paraprofessional staff. This position often exercises independent judgment in the performance of duties. This classification works under the direction of the Director of Public Health and the emphasis is on administration and supervision. Example of Duties Plans, organizes and directs patient care programs, clinical services and nursing service programs. Develops, implements and monitors policies and procedures related to patient care, nursing practice and patient safety. Assists with the development of the annual Department budget for clinical care and public health nursing service programs. Supervises, directs and evaluates nursing and other personnel to include assigning work, counseling, discipline and employee performance appraisals. Assists with the development and monitoring of program budgets for MCAH and child health programs. Reviews and inspects the quality of clinical services and nursing performance; monitors quality assurance and compliance with requirements of state and federal agencies. Reviews funding opportunities and assists with the preparation of grant proposals. Confers with and provides expert advice and assistance to the Health Officer, Director of Public Health and staff on nursing issues. Represents Department in meetings with other County departments, community agencies and state agencies. Develops information concerning community health needs; serves as a consultant for community agencies. Directs or develops and maintains required reports and records for clinical and program services. Assists in the development and organization of emergency-related delivery of nursing assessment, first aid and mass prophylaxis services; directs nursing services in response to local public health emergency. Minimum Qualifications Knowledge of: Principles, methods, practices and current trends of general and public health nursing; principles and methods of public health including communicable disease control, maternal, child and geriatric health, reproductive health, preventive medicine and community health promotion; principles and techniques of effective employee supervision, training, evaluation and development; principles of medical record keeping; program analysis, planning, development, implementation and evaluation; safety requirements including principles and practices pertaining to clinical service worker safety; emergency preparedness and response to a medical health incident; budget development and monitoring. Ability to: Plan, organize and direct nursing services within professional standards, legal requirements and financial circumstances; plan, train and direct the work of nursing and other personnel; apply routine nursing techniques in the care and treatment of patients; identify and analyze patient care and administrative problems and implement operational changes; determine the appropriate course of action in emergency situations; develop and administer a program budget; develop and prepare statistics, records and concise logical oral and written reports; interpret and apply complex regulations concerning clinical services; determine and devaluate levels of achievement and performance; communicate effectively both orally and in writing; establish and maintain effective interpersonal relations with individuals at all organizational levels; secure cooperation and teamwork among professional and/or support staff; plan, organize and manage public health nursing programs and services. Education, Training, and Experience : Possession of a baccalaureate degree in nursing from a nursing school accredited by the National League for Nursing and five years of public health nursing experience including two years of experience in a supervisory or administrative capacity. Possession of a Masters of Public Health degree from a school of public health accredited by the American Public Health Association may substitute for one year of the supervisory or administrative experience. Special Requirements Possession of an active license to practice as a registered nurse in California, possession of a California Public Health Nurse Certificate, and possession of a valid California driver's license. Bargaining Unit 4 - Mid-Management & Professional Exempt Employees For available Health/Dental/Vision insurance please visit the County BENEFITS WEBPAGE. NEW * Assist-To-Own program to help Couny employees purchase a home. Program Highlights: Down Payment Assistance, up to 5.5% of the Total Mortgage Loan. Available with purchase of a primary residence. Variety of Mortgage Loan options (FHA, VA, USDA and Conventional Mortgage Loans). No first-time homebuyer requirement to qualify. Flexible guidelines: Minimum FICO 640; Maximum DTI 50%. Flexible income limits, up to moderate income levels; no income limits for FHA and VA. For more information, vists Calaveras County Assist-to-Own Extra-Hire: Extra-hire employees are not eligible for step advances, vacation, seniority rights, holiday pay or other certain employee benefits. They are entitled to 24 hours of sick leave per year and eligilbe for the county's CORE Medical plan but not eligible for dental or vision insurance. Vacation days: 0 - 3 complete years = 80 hours per year. After 6 months you can take your first week. 3 - 10 complete years = 120 hours per year 10 years+ = 160 per year Holidays :13 paid holidays per year. Sick Leave: 12 days annual sick leave accrual with unlimited accumulation. Sick leave is accrued at 3.69 hours for each full 80 hours of payroll period. 60 hours of sick leave can be used for immediate family, parent spouse, child or sibling. Management Time Off (MTO) : 40 annually, pro-rated if hired on/after July 1st. Merit: After successfully completing twenty-six (26) pay periods, a 5% merit increase may be granted.Merit increases may be granted annually thereafter to the top step. Probation Period: New employees remain in a probationary status for 26 pay periods.. Longevity Incentives @ 2.5% for each of the following: 5.5 years (if hired before March 28, 2005) 6 years 10 years 15 years 20 years 25 years Flexible Spending Accounts under Section 125 Flexible Spending:Pre-Tax Medical Reimbursement - Max contribution of $2,500 annually Flexible Spending:Pre-Tax Dependent Care Account - Max contribution of $5,000 annually Section 125 Plan :Additional insurance is available through the Section 125 plan and may be purchased from a representative during open enrollment or by appointment when they are on-site. AFLAC Heart & Stroke Insurance Cancer Insurance Accident Insurance Universal Life Insurance Short Term Disability Insurance LEGALSHIELD Life Insurance: $50,000.00 County paid Retirement Information: CalPERS: CLASSIC MEMBERS: 2% at 55 PEPRA MEMBERS: 2% at 62 Additional Retirement Plan: The County offers a 457 Government plan. Employees can contribute u to this deferred compensation plan ( Pre or Post Tax options ).The County utilizes VALIC. Participating employees will receive a County paid match of up to $50 a month Closing Date/Time: Continuous
SAN BERNARDINO COUNTY, CA
Colton, California, United States
The Job - ONLY ONE APPLICATION IS NEEDED TO BE CONSIDERED FOR BOTH LEVELS - Arrowhead Regional Medical Center (ARMC) is recruiting for Specialty Care RNs and Specialty Care RN Trainees who performa full range of professional nursing duties in the Behavioral Health Unit. Duties include assessing, planning, evaluating and implementing patient care in accordance with accepted standards of practice and organizational policy, administering medications and treatments, performing documentation and providing education to patients and families. ARMC's Specialty Care Registered Nurse Trainee Level offers experienced RNs the opportunity to train in a new specialty and advance their careers! Incumbents will automatically advance to Journey Level upon completion of preceptorship/orientation and possession of specialty certifications required by unit. Official Job Title: Specialty Care Registered Nurse - Trainee . For more information, refer to the County's job description. Annual Salary: $77,584.00 - $102,336.00 Official Job Title: Specialty Care Registered Nurse . For more information, refer to the County's job description. Annual Salary: $90,896.00 - $123,676.80 ARROWHEAD REGIONAL MEDICAL CENTER Located on a beautiful 70-acre campus in Colton, California (50 miles east of Los Angeles), Arrowhead Regional Medical Center (ARMC) is a state-of-the-art, public/nonprofit, 456-bed, university affiliated teaching hospital licensed by the State of California Department of Public Health and accredited by The Joint Commission. The hospital houses a regional burn center serving four counties (San Bernardino, Riverside, Mono and Inyo), a comprehensive stroke center, level I trauma center and a freestanding in-patient behavioral health center. Additionally, ARMC operates five community-based, primary care clinics and over 40 specialty care outpatient services. ARMC is the primary teaching hospital for the adjacently located California University of Science and Medicine (CUSM), the Inland Empire's newest medical school. T o learn more about our hospital click HERE . Modified Benefit Option (MBO): This benefit option provides full-time employees in eligible classifications the opportunity to earn a higher hourly rate of pay (above base pay). For more information, click HERE ! CONDITIONS OF EMPLOYMENT Pre-Employment Process : Applicants selected for these positions must pass a background investigation, physical and verification of employment history and education. License/Certifications: RN license, and Basic Life Support, and depending on the area of assignment, additional certification(s) may be required and must be maintained throughout employment. ALL required certifications must be maintained while employed with ARMC. Work Environment: Requires lifting of up to 100 pounds with assistance, and carrying of up to 50 pounds. The work environment may involve exposure to assaultive and combative patients. Shift Availability: ARMC is a twenty-four hour facility; applicants must be available to work all shifts, weekends and holidays . Shift differentials are provided. Per Diem: Per Diem Nurses are not Regular Positions within the County, and there should be no expectation of continued employment or guaranteed hours. Working as a Per Diem Nurse does not preclude you from applying and competing for Regular nursing positions within the County. (Refer to the County of San Bernardino website for current open recruitments.) Per Diem positions participate in the County's PST Deferred Compensation Plan and do not earn any other benefits. If you are interested in Per Diem positions, please respond on the supplemental questionnaire. Vaccination Requirement: Per the December 24, 2021 updated CA State Public Health Officer Order, all workers who provide services or work in facilities described in subdivision (a) of the order, including clinics and doctor offices, must be fully vaccinated for COVID-19. In addition, CDPH Public Health Officer Orders updated on February 22, 2022 requires all workers in health care settings currently eligible for boosters, who provide services or work in the impacted facilities must be “fully vaccinated and boosted” for COVID-19 by March 1, 2022. Workers may be exempt from the vaccination requirements under section (1). View the full order here: https://bit.ly/3k0RNMt . The entire All Facilities Letter notifying of updates to the Public Health Order is available at the following link: AFL 21-34.3 Coronavirus Disease 2019 (COVID-19) Vaccine Requirement for Healthcare Personnel (HCP) . Vaccination Exemptions: Upon hire, candidates will be required to submit proof of vaccination including the booster dose or request an exemption from the vaccination and booster requirements based on either religious belief or medical reasons. Minimum Requirements SPECIALITY CARE RN TRAINEE Experience: One (1) year of experience as a licensed Registered Nurse. Licenses and Certifications: Must possess and maintain Registered Nurse licensure with the State of California Board of Registered Nursing. Must possess and maintain current Healthcare Provider level Basic Life Support (BLS) certification. SPECIALTY CARE RN Experience: One (1) year of experience as a licensed Registered Nurse. Licenses and Certifications: Must possess and maintain Registered Nurse licensure with the State of California Board of Registered Nursing. Must possess and maintain current Healthcare Provider level Basic Life Support (BLS) certification. Specialty Care RNs (Journey Level) must also possess and maintain the following unit specific certification required to work in Behavioral Health at time of application: Management of Assaultive Behavior (MAB) Certification issued by ARMC. Desired Qualifications Candidates possessing a Bachelor's degree in Nursing and experience in a Behavioral Health Unit is desired. Selection Process There will be a competitive evaluation of qualifications based on the information provided in your Application and the Supplemental Questionnaire. The most highly qualified candidates, based on the evaluation results, will be referred for an interview. Be sure to include in your application and supplemental questions your experience in meeting the minimum requirements. Application Procedure : Applications will be accepted continuously and reviewed on a regular basis. Interested applicants are encouraged to apply as soon as possible as this recruitment may close at any time. Resumes will not be accepted in lieu of the application and/or supplemental questionnaire. The eligible list will remain active for three (3) months. Candidates will be certified to ARMC departments based on preferences noted on the supplemental questionnaire. To ensure timely and successful submission of your online application, please allow ample time to complete and submit your application before the posted filing deadline. Applicants will be automatically logged-out if they have not submitted the application and all required materials prior to the posted deadline. Once your application has been successfully submitted you will receive an onscreen confirmation and an email. We recommend that you save and/or print these for your records. Please note, if you do not receive an onscreen confirmation and an email acknowledging our receipt of your application we have not received your application. If you require technical assistance , please click HERE to review the Government Jobs online application guide , or contact their Toll-Free Applicant Support line at (855) 524-5627. Please note that Human Resources is not responsible for any issues or delays caused by the computer or browser used to submit the application. EEO/ADA: San Bernardino County is an Equal Employment Opportunity (EEO) and Americans with Disabilities Act (ADA) compliant employer, committed to providing equal employment opportunity to all employees and applicants. ADA Accommodation: If you have a disability and require accommodations in the testing process, submit the Special Testing Accommodations Request Form within one week of a recruitment filing deadline. Veterans’ Preference: Eligible veterans and their spouse or widow(er) who are not current County employees may be awarded additional Veterans’ Preference points. Click HERE for information and instructions to request Veteran's Preference points. Please click HERE for important Applicant Information and the County Employment Process . Nurses Unit The County of San Bernardino offers a range of benefit programs for employees and their eligible dependents. These include health, dental, vision, and life insurance, as well as a variety of voluntary benefits. Programs and benefit amounts vary and are based on bargaining unit, family size, hire date, plan selection, and number of hours worked. For a summary of benefits,* please click here . Refer to the appropriate MOU, contact the County's Employee Benefits and Services Division at (909) 387-5787 or visit the Benefits website for more detailed information at hr.sbcounty.gov/employee-benefits/ . *Retirement benefits subject to change. Closing Date/Time: Continuous
Mar 08, 2024
Full Time
The Job - ONLY ONE APPLICATION IS NEEDED TO BE CONSIDERED FOR BOTH LEVELS - Arrowhead Regional Medical Center (ARMC) is recruiting for Specialty Care RNs and Specialty Care RN Trainees who performa full range of professional nursing duties in the Behavioral Health Unit. Duties include assessing, planning, evaluating and implementing patient care in accordance with accepted standards of practice and organizational policy, administering medications and treatments, performing documentation and providing education to patients and families. ARMC's Specialty Care Registered Nurse Trainee Level offers experienced RNs the opportunity to train in a new specialty and advance their careers! Incumbents will automatically advance to Journey Level upon completion of preceptorship/orientation and possession of specialty certifications required by unit. Official Job Title: Specialty Care Registered Nurse - Trainee . For more information, refer to the County's job description. Annual Salary: $77,584.00 - $102,336.00 Official Job Title: Specialty Care Registered Nurse . For more information, refer to the County's job description. Annual Salary: $90,896.00 - $123,676.80 ARROWHEAD REGIONAL MEDICAL CENTER Located on a beautiful 70-acre campus in Colton, California (50 miles east of Los Angeles), Arrowhead Regional Medical Center (ARMC) is a state-of-the-art, public/nonprofit, 456-bed, university affiliated teaching hospital licensed by the State of California Department of Public Health and accredited by The Joint Commission. The hospital houses a regional burn center serving four counties (San Bernardino, Riverside, Mono and Inyo), a comprehensive stroke center, level I trauma center and a freestanding in-patient behavioral health center. Additionally, ARMC operates five community-based, primary care clinics and over 40 specialty care outpatient services. ARMC is the primary teaching hospital for the adjacently located California University of Science and Medicine (CUSM), the Inland Empire's newest medical school. T o learn more about our hospital click HERE . Modified Benefit Option (MBO): This benefit option provides full-time employees in eligible classifications the opportunity to earn a higher hourly rate of pay (above base pay). For more information, click HERE ! CONDITIONS OF EMPLOYMENT Pre-Employment Process : Applicants selected for these positions must pass a background investigation, physical and verification of employment history and education. License/Certifications: RN license, and Basic Life Support, and depending on the area of assignment, additional certification(s) may be required and must be maintained throughout employment. ALL required certifications must be maintained while employed with ARMC. Work Environment: Requires lifting of up to 100 pounds with assistance, and carrying of up to 50 pounds. The work environment may involve exposure to assaultive and combative patients. Shift Availability: ARMC is a twenty-four hour facility; applicants must be available to work all shifts, weekends and holidays . Shift differentials are provided. Per Diem: Per Diem Nurses are not Regular Positions within the County, and there should be no expectation of continued employment or guaranteed hours. Working as a Per Diem Nurse does not preclude you from applying and competing for Regular nursing positions within the County. (Refer to the County of San Bernardino website for current open recruitments.) Per Diem positions participate in the County's PST Deferred Compensation Plan and do not earn any other benefits. If you are interested in Per Diem positions, please respond on the supplemental questionnaire. Vaccination Requirement: Per the December 24, 2021 updated CA State Public Health Officer Order, all workers who provide services or work in facilities described in subdivision (a) of the order, including clinics and doctor offices, must be fully vaccinated for COVID-19. In addition, CDPH Public Health Officer Orders updated on February 22, 2022 requires all workers in health care settings currently eligible for boosters, who provide services or work in the impacted facilities must be “fully vaccinated and boosted” for COVID-19 by March 1, 2022. Workers may be exempt from the vaccination requirements under section (1). View the full order here: https://bit.ly/3k0RNMt . The entire All Facilities Letter notifying of updates to the Public Health Order is available at the following link: AFL 21-34.3 Coronavirus Disease 2019 (COVID-19) Vaccine Requirement for Healthcare Personnel (HCP) . Vaccination Exemptions: Upon hire, candidates will be required to submit proof of vaccination including the booster dose or request an exemption from the vaccination and booster requirements based on either religious belief or medical reasons. Minimum Requirements SPECIALITY CARE RN TRAINEE Experience: One (1) year of experience as a licensed Registered Nurse. Licenses and Certifications: Must possess and maintain Registered Nurse licensure with the State of California Board of Registered Nursing. Must possess and maintain current Healthcare Provider level Basic Life Support (BLS) certification. SPECIALTY CARE RN Experience: One (1) year of experience as a licensed Registered Nurse. Licenses and Certifications: Must possess and maintain Registered Nurse licensure with the State of California Board of Registered Nursing. Must possess and maintain current Healthcare Provider level Basic Life Support (BLS) certification. Specialty Care RNs (Journey Level) must also possess and maintain the following unit specific certification required to work in Behavioral Health at time of application: Management of Assaultive Behavior (MAB) Certification issued by ARMC. Desired Qualifications Candidates possessing a Bachelor's degree in Nursing and experience in a Behavioral Health Unit is desired. Selection Process There will be a competitive evaluation of qualifications based on the information provided in your Application and the Supplemental Questionnaire. The most highly qualified candidates, based on the evaluation results, will be referred for an interview. Be sure to include in your application and supplemental questions your experience in meeting the minimum requirements. Application Procedure : Applications will be accepted continuously and reviewed on a regular basis. Interested applicants are encouraged to apply as soon as possible as this recruitment may close at any time. Resumes will not be accepted in lieu of the application and/or supplemental questionnaire. The eligible list will remain active for three (3) months. Candidates will be certified to ARMC departments based on preferences noted on the supplemental questionnaire. To ensure timely and successful submission of your online application, please allow ample time to complete and submit your application before the posted filing deadline. Applicants will be automatically logged-out if they have not submitted the application and all required materials prior to the posted deadline. Once your application has been successfully submitted you will receive an onscreen confirmation and an email. We recommend that you save and/or print these for your records. Please note, if you do not receive an onscreen confirmation and an email acknowledging our receipt of your application we have not received your application. If you require technical assistance , please click HERE to review the Government Jobs online application guide , or contact their Toll-Free Applicant Support line at (855) 524-5627. Please note that Human Resources is not responsible for any issues or delays caused by the computer or browser used to submit the application. EEO/ADA: San Bernardino County is an Equal Employment Opportunity (EEO) and Americans with Disabilities Act (ADA) compliant employer, committed to providing equal employment opportunity to all employees and applicants. ADA Accommodation: If you have a disability and require accommodations in the testing process, submit the Special Testing Accommodations Request Form within one week of a recruitment filing deadline. Veterans’ Preference: Eligible veterans and their spouse or widow(er) who are not current County employees may be awarded additional Veterans’ Preference points. Click HERE for information and instructions to request Veteran's Preference points. Please click HERE for important Applicant Information and the County Employment Process . Nurses Unit The County of San Bernardino offers a range of benefit programs for employees and their eligible dependents. These include health, dental, vision, and life insurance, as well as a variety of voluntary benefits. Programs and benefit amounts vary and are based on bargaining unit, family size, hire date, plan selection, and number of hours worked. For a summary of benefits,* please click here . Refer to the appropriate MOU, contact the County's Employee Benefits and Services Division at (909) 387-5787 or visit the Benefits website for more detailed information at hr.sbcounty.gov/employee-benefits/ . *Retirement benefits subject to change. Closing Date/Time: Continuous
SAN BERNARDINO COUNTY, CA
Colton, California, United States
The Job Arrowhead Regional Medical Center (ARMC) is recruiting for Contract Community Health Workers who will build supportive working relationships with Enhanced Care Management (ECM) patients to fully understand patients’ needs. This dynamic career opportunity offers a unique way to provide patient care and collaborate with physicians and other healthcare professionals to manage patients with chronic disease processes and transitions of care within the population health management model. Duties include, but are not limited to, the following: Assist ECM patients in getting the most of their Primary Care Physician (PCP) and specialty provider visits by conducting pre and post visit contacts using “Pre visit” and “Post visit” patient facing forms. Provide accompaniment to PCP, specialty, and social service visits as needed to provide emotional support and gain further understanding of patient’s deficits when engaging with service providers. Evaluate patient’s levels of health literacy and translate communications with providers and nursing staff. Conduct assessments including, but not limited to CHA, PHQ9, and BAM. Evaluate patient needs and referral to appropriate resources to address social determinates of health on an ongoing basis. Provide medication review with patients at their home or at the clinic, which includes providing patient with a pill box and individualized plan for filling the pill box, as instructed by Registered Nurse Care Manager (RNCM). Provide assistance in applying for and connecting with public and community benefits and resources, including educating patients on qualifying criteria for various benefits and resources. Enhanced Care Management (ECM) The Enha nced Care Management (ECM) benefit is a foundational component of CalAIM. ECM is a whole-person, interdisciplinary approach to comprehensive care management that addresses the clinical and non-clinical needs of high-cost, high-need managed care members through systematic coordination of services that is community-based, interdisciplinary, high-touch, and person-centered. *This recruitment may be used to fill other Community Health Worker-Contract vacancies as they occur* The contract position receives the following benefits: Medical, Dental, & Vision Holiday leave Sick leave Vacation leave Participation in the County's PST retirement system Eligible to participate in the County's 457(b) Salary Savings Plan Eligible to participate in the Dependent Care Assistance Plan Eligible to participate in the Flexible Spending Account CONDITIONS OF EMPLOYMENT Appointment: This is a contract position which does not obtain status as a regular County employee. Working as a contract employee does not preclude you from applying and competing for Regular positions within the County. Work schedule: The work schedule is full-time (approximately 40 hours per week) Monday through Friday, 8am-5pm. Travel: Travel throughout the County may be required. At the time of hire, reliable transportation, a valid California Class C driver license and proof of automobile liability insurance is required for the individual providing the transportation. Mileage reimbursement is available. Vaccination Requirement: Per the December 24, 2021 updated CA State Public Health Officer Order, all workers who provide services or work in facilities described in subdivision (a) of the order, including clinics and doctor offices, must be fully vaccinated for COVID-19. In addition, CDPH Public Health Officer Orders updated on February 22, 2022 requires all workers in health care settings currently eligible for boosters, who provide services or work in the impacted facilities must be “fully vaccinated and boosted” for COVID-19 by March 1, 2022. Workers may be exempt from the vaccination requirements under section (1). View the full order here: https://bit.ly/3k0RNMt . The entire All Facilities Letter notifying of updates to the Public Health Order is available at the following link: AFL 21-34.3 Coronavirus Disease 2019 (COVID-19) Vaccine Requirement for Healthcare Personnel (HCP) . Vaccination Exemptions: Upon hire, candidates will be required to submit proof of vaccination including the booster dose or request an exemption from the vaccination and booster requirements based on either religious belief or medical reasons. Minimum Requirements Candidates must meet both the Education and Experience requirements: Education: Possession of a high school diploma or equivalent is required. Experience: Certification as a CHW or at least two (2) years of experience as a CHW, Promotor, or Health Navigator; or two (2) years experience working in community outreach, customer service with a medical office, Behavioral Health, or Substance Use disorder program. Selection Process There will be a review of the minimum qualifications based on the information provided in your Application and the Supplemental Questionnaire. The most highly qualified candidates will be referred to the hiring department for consideration. Be sure to include in your application and supplemental questions your experience in meeting the minimum requirements. Please complete and submit the online employment application and supplemental questionnaire as soon as possible. Resumes will not be accepted in lieu of the application and/or supplemental questionnaire. To ensure timely and successful submission of your online application, please allow ample time to complete and submit your application before the posted filing deadline. Applicants will be automatically logged-out if they have not submitted the application and all required materials prior to the posted deadline. Once your application has been successfully submitted, you will receive an onscreen confirmation and an email. We recommend that you save and/or print these for your records. Please note, if you do not receive an onscreen confirmation and an email acknowledging our receipt of your application we have not received your application. If you require technical assistance , please click HERE to review the Government Jobs online application guide , or contact their Toll-Free Applicant Support line at (855) 524-5627. Please note that Human Resources is not responsible for any issues or delays caused by the internet connection, computer or browser used to submit the application. EEO/ADA: San Bernardino County is an Equal Employment Opportunity (EEO) and Americans with Disabilities Act (ADA) compliant employer, committed to providing equal employment opportunity to all employees and applicants. ADA Accommodation: If you have a disability and require accommodations in the testing process, submit the Special Testing Accommodations Request Form within one week of a recruitment filing deadline. Veterans’ Preference: Eligible veterans and their spouse or widow(er) who are not current County employees may be awarded additional Veterans’ Preference points. Click HERE for information and instructions to request Veteran's Preference points. Please click HERE for important Applicant Information and the County Employment Process . Contract Employees Specific benefit informationcan be found in the job announcement or your employment contract.Detailed benefitsinformation can also be viewed on theCounty's Employee Benefits and Services Division website at hr.sbcounty.gov/employee-benefits/benefits-occupational-unit/ . Closing Date/Time: Continuous
Mar 08, 2024
Temporary
The Job Arrowhead Regional Medical Center (ARMC) is recruiting for Contract Community Health Workers who will build supportive working relationships with Enhanced Care Management (ECM) patients to fully understand patients’ needs. This dynamic career opportunity offers a unique way to provide patient care and collaborate with physicians and other healthcare professionals to manage patients with chronic disease processes and transitions of care within the population health management model. Duties include, but are not limited to, the following: Assist ECM patients in getting the most of their Primary Care Physician (PCP) and specialty provider visits by conducting pre and post visit contacts using “Pre visit” and “Post visit” patient facing forms. Provide accompaniment to PCP, specialty, and social service visits as needed to provide emotional support and gain further understanding of patient’s deficits when engaging with service providers. Evaluate patient’s levels of health literacy and translate communications with providers and nursing staff. Conduct assessments including, but not limited to CHA, PHQ9, and BAM. Evaluate patient needs and referral to appropriate resources to address social determinates of health on an ongoing basis. Provide medication review with patients at their home or at the clinic, which includes providing patient with a pill box and individualized plan for filling the pill box, as instructed by Registered Nurse Care Manager (RNCM). Provide assistance in applying for and connecting with public and community benefits and resources, including educating patients on qualifying criteria for various benefits and resources. Enhanced Care Management (ECM) The Enha nced Care Management (ECM) benefit is a foundational component of CalAIM. ECM is a whole-person, interdisciplinary approach to comprehensive care management that addresses the clinical and non-clinical needs of high-cost, high-need managed care members through systematic coordination of services that is community-based, interdisciplinary, high-touch, and person-centered. *This recruitment may be used to fill other Community Health Worker-Contract vacancies as they occur* The contract position receives the following benefits: Medical, Dental, & Vision Holiday leave Sick leave Vacation leave Participation in the County's PST retirement system Eligible to participate in the County's 457(b) Salary Savings Plan Eligible to participate in the Dependent Care Assistance Plan Eligible to participate in the Flexible Spending Account CONDITIONS OF EMPLOYMENT Appointment: This is a contract position which does not obtain status as a regular County employee. Working as a contract employee does not preclude you from applying and competing for Regular positions within the County. Work schedule: The work schedule is full-time (approximately 40 hours per week) Monday through Friday, 8am-5pm. Travel: Travel throughout the County may be required. At the time of hire, reliable transportation, a valid California Class C driver license and proof of automobile liability insurance is required for the individual providing the transportation. Mileage reimbursement is available. Vaccination Requirement: Per the December 24, 2021 updated CA State Public Health Officer Order, all workers who provide services or work in facilities described in subdivision (a) of the order, including clinics and doctor offices, must be fully vaccinated for COVID-19. In addition, CDPH Public Health Officer Orders updated on February 22, 2022 requires all workers in health care settings currently eligible for boosters, who provide services or work in the impacted facilities must be “fully vaccinated and boosted” for COVID-19 by March 1, 2022. Workers may be exempt from the vaccination requirements under section (1). View the full order here: https://bit.ly/3k0RNMt . The entire All Facilities Letter notifying of updates to the Public Health Order is available at the following link: AFL 21-34.3 Coronavirus Disease 2019 (COVID-19) Vaccine Requirement for Healthcare Personnel (HCP) . Vaccination Exemptions: Upon hire, candidates will be required to submit proof of vaccination including the booster dose or request an exemption from the vaccination and booster requirements based on either religious belief or medical reasons. Minimum Requirements Candidates must meet both the Education and Experience requirements: Education: Possession of a high school diploma or equivalent is required. Experience: Certification as a CHW or at least two (2) years of experience as a CHW, Promotor, or Health Navigator; or two (2) years experience working in community outreach, customer service with a medical office, Behavioral Health, or Substance Use disorder program. Selection Process There will be a review of the minimum qualifications based on the information provided in your Application and the Supplemental Questionnaire. The most highly qualified candidates will be referred to the hiring department for consideration. Be sure to include in your application and supplemental questions your experience in meeting the minimum requirements. Please complete and submit the online employment application and supplemental questionnaire as soon as possible. Resumes will not be accepted in lieu of the application and/or supplemental questionnaire. To ensure timely and successful submission of your online application, please allow ample time to complete and submit your application before the posted filing deadline. Applicants will be automatically logged-out if they have not submitted the application and all required materials prior to the posted deadline. Once your application has been successfully submitted, you will receive an onscreen confirmation and an email. We recommend that you save and/or print these for your records. Please note, if you do not receive an onscreen confirmation and an email acknowledging our receipt of your application we have not received your application. If you require technical assistance , please click HERE to review the Government Jobs online application guide , or contact their Toll-Free Applicant Support line at (855) 524-5627. Please note that Human Resources is not responsible for any issues or delays caused by the internet connection, computer or browser used to submit the application. EEO/ADA: San Bernardino County is an Equal Employment Opportunity (EEO) and Americans with Disabilities Act (ADA) compliant employer, committed to providing equal employment opportunity to all employees and applicants. ADA Accommodation: If you have a disability and require accommodations in the testing process, submit the Special Testing Accommodations Request Form within one week of a recruitment filing deadline. Veterans’ Preference: Eligible veterans and their spouse or widow(er) who are not current County employees may be awarded additional Veterans’ Preference points. Click HERE for information and instructions to request Veteran's Preference points. Please click HERE for important Applicant Information and the County Employment Process . Contract Employees Specific benefit informationcan be found in the job announcement or your employment contract.Detailed benefitsinformation can also be viewed on theCounty's Employee Benefits and Services Division website at hr.sbcounty.gov/employee-benefits/benefits-occupational-unit/ . Closing Date/Time: Continuous
County of Mendocino, CA
Ukiah, California, United States
The Position The current vacancy is in Ukiah, CA. The list developed from this recruitment will be used for a limited period to fill open and promotional, regular full-time, and part-time positions in a variety of departments, service areas, and locations throughout the County, should they occur. Pursuant to current bargaining unit agreements, employees regularly assigned to the coastal region or in Covelo are eligible to receive a 5% assignment premium . Under general supervision, coordinates the activities of a specialized program of care, including developing program protocols, quality assurance and evaluating provision of client services. Provides comprehensive public health nursing services in the prevention, detection, and control of diseases and the promotion of health in a variety of settings throughout the county. Performs case management, determines medical eligibility for programs and services per specific guidelines. Positions may be office, field, or clinic-based, depending on the program. Bilingual English/Spanish encouraged to apply. Se buscan personas bilingües en inglés y español. Para recibir una solicitud en español, llame a Recursos Humanos al 234-6600. Job Requirements and Minimum Qualifications Duties may include but are not limited to the following: Provide comprehensive health services across the continuum of care, including medically fragile populations throughout the life span under the direction of the health officer, professional nurse or health care provider. Services may include assessment of psychosocial, physical, developmental, spiritual, and emotional needs. Carry out lead worker responsibilities including: training in job skills, assigning and directing work, making recommendations in performance appraisal, and reporting problems to the supervisor. Provide case management for clients., confers with health care providers concerning the condition and treatment of clients, coordinate services with other social and/or health agencies, and make referrals when appropriate/necessary; determine eligibility for ongoing medical services; participate in medical case conferences to coordinate medical service needs and program benefits; participate in client medical appointments or clinic visits for coordination of care and to act as client advocate; conduct monthly face-to-face contacts and collaborate with schools, social services, law enforcement, and community health agencies. Participate in the operation of health clinics (i.e., interviewing and counseling clients, performing diagnostic tests, giving prescribed treatment, maintaining the office, recording data and making necessary referrals). Educates and counsels individuals and families regarding specific diseases or health conditions as well as health maintenance; promote rehabilitation. Provide guidance and leadership in the solution of problem cases encountered by nursing staff, paraprofessional health workers, and auxiliary staff. Plan, develop, and evaluate countywide program implementation including developing and revising program policies and implementing state standards. Conduct provider orientation programs, provides technical assistance and/or teaching presentations for physicians, public health nurses, school nurses, hospital staff, and other community agencies. Assist in preparing project and grant proposals, budgets, scopes-of-work, implementation plans, evaluations, reports, records and correspondence; assist in the development and implementation of program by developing budgets, writing grant proposals, compiling statistics and consulting with funding agencies on program planning. Provide guidance/leadership along with expertise in epidemiologic investigations in home, school or community. Document all contact with clients; complete required assessment reports electronic reports, time studies and billing sheets associated with client activities and visit billing; may provide expert witness testimony in court when required or by subpoena. Participate in interagency meetings to identify service needs and community risks to collaborate on and identify resources or training that will improve program delivery. Attend and lead staff meetings for program update, planning and case conferencing. Maintain and enhance knowledge of public health concerns through attendance at workshops, meetings, specialty clinics, protocols, journals and classes. Perform other related duties as assigned. MINIMUM QUALIFICATIONS REQUIRED Education and Experience: Bachelor's degree in Nursing from an accredited four-year college or university; and one (1) year experience equivalent to that of a Public Health Nurse with Mendocino County; or three (3) years of professional level nursing experience with at least one (1) year in a public agency; or, when possessing required license and certification, a combination of related education, training and experience that provides the required knowledge, skills, and abilities to perform the essential functions of the job. Licenses and Certifications: Valid Driver's License Valid California Registered Nurse Valid California Public Health Nurse Current Basic Life Support Course Completion Card issued by the American Heart Association, or equivalent Knowledge, Skills, and Abilities Knowledge of : Applicable state, federal and local ordinances, laws, rules and regulations. Principles of public health and human services. Human development across the life span. Nursing process including assessment, nursing diagnosis, identification of client needs, planning and development of individual service plans, implementation and evaluation. Perinatal, infant, child, adolescent and adult growth and development, nutritional needs, immunization, communicable diseases, education, social services and other support services. Adult/Child abuse and neglect. Causes, control, and care of chronic and communicable diseases and illnesses, handicapping conditions, behavioral health illness and other disabling conditions. Environmental, sociological, and psychological problems encountered when working with families where a member has a chronic and/or communicable disease. Evaluative and screening tests for development, growth and function of clients. Child growth and development and procedures involved in promoting maternal and child health, breast feeding and nutrition. Principles of behavioral health (i.e., normal and abnormal behavior patterns). Administration of immunizations and their possible side effects and complications. Principles of teaching and learning. Nursing theory, principles, and practices. Basic public health nursing and health maintenance education. Community resources related to the core functions of public health nursing. The core functions of Public Health and the ten essential services. Standards of the Privacy Act of 1974, (U.S.C. §552A) as amended; maintains and enforces all aspects of confidentiality of client information. Standards for Culturally and Linguistically Appropriate Services (CLAS) in health and health care. Skill in: Developing and revising program policies and implementing state standards. Organizing work, setting priorities, meeting critical deadlines and follow up on assignments with a minimum of direction. Writing clear and concise narrative reports, correspondence and other written materials. Training staff in area of assignment. Providing counseling and risk assessment. Using tact, discretion, initiative and independent judgment within established guidelines. Managing difficult clients and dangerous situations. Communicating clearly and effectively, both orally and in writing. Utilizing computer applications and hardware related to performance of the essential functions of the job. Mental and Physical Abilities: Recognize and appropriately act in response to normal and abnormal behavior patterns. Recognize and act appropriately in response to indications of abuse and neglect across the lifespan, domestic violence, substance use and abuse. Communicate effectively with people from diverse cultural backgrounds. Work cooperatively and effectively with others, observing proper safety precautions and procedures. Read, analyze and interpret professional periodicals and journals, technical procedures and government regulations. Establish and maintain effective working relationships with others. Deal with problems involving several concrete variables in standardized situations. While performing the duties of this position, the employee is required to regularly speak and listen. Specific vision abilities required by this job include close vision, ability to discriminate between colors, and ability to adjust focus. While performing the essential functions of this job, the incumbent is regularly required to: walk; sit; use hands to finger, handle, or feel objects; reach with hands and arms; speak and hear; and push, pull, move, or lift above and below the neck objects weighing up to 25 pounds. While performing the essential functions of this job, the incumbent may infrequently be required to push, pull, more or lift below the neck, objects weighing up to 50 pounds. Selection Procedure & Other Important Information Important Application Information: It is your responsibility to demonstrate through your application materials how you meet the minimum qualifications of the position/s for which you apply. You must complete all sections of the application. A résumé or other information you feel will help us evaluate your qualifications may be attached to your completed application, but will not be accepted in lieu of completing any part of the application. Blank applications that contain only a résumé or those that reference “see résumé” will be rejected as incomplete. Check your application before submitting to ensure it is complete and correct; no new or additional information will be accepted after the closing date. Inquiry will be made of your former and current employers; please provide the names and telephone numbers of supervisors on your application. You must provide the names and contact information of at least three (3) references (not relatives) that have knowledge of your job skills, experience, ability and/or character. Application materials are the property of Mendocino County and will not be returned. It is your responsibility to keep your NEOGOV profile updated, including any changes to your telephone number or address. Failure to do so may result in missed notification of exams or interviews. The exam process listed on this flyer is tentative. Mendocino County reserves the right to make necessary modifications to the examination plan. Such revisions will be in accordance with approved personnel standards. Should a change be made, applicants will be notified. The provisions of this job bulletin do not constitute an expressed or implied contract. Examination Process: All complete applications will be reviewed; incomplete applications will not be considered. Based on the number of qualified candidates, applicants meeting the job requirements and qualifications will be invited to participate in an oral examination (weight 100) or an unassembled exam, consisting of an evaluation of education and experience as stated on the application form. The examination process will test the knowledge and abilities described above. A minimum score of 70 must be attained for placement on the employment list. Special Testing: If you require special testing arrangements to accommodate a disability or religious conviction you must contact Human Resources at 707.234.6600 prior to the test date to make your requirements known. You must provide enough advance notice to allow Human Resources to properly review and evaluate your request . Special Requirements: Employment in some County departments or positions may require the successful completion of a pre-employment criminal background, which may include fingerprinting, and/or a medical examination, which may include drug screening. This announcement is a synopsis of duties and requirements of this job. To review the complete classification specification and benefits, please see the HR website. Applications must be submitted to the Human Resources Department by the final filing date. The County of Mendocino is an Equal Opportunity Employer This information is a summary of general benefits. Benefits listed in Mendocino County Resolutions or Memorandums of Understanding prevail over this listing. This information is not legally binding, nor does it constitute a Contract. SALARY Compensation is based on a five-step salary range, with annual merit-based increases within the salary range. RETIREMENT Covered under Social Security and the 1937 act; both employees and the County pay into the retirement fund. For the most current information regarding County Retirement please go to: https://www.mendocinocounty.org/retirement HOLIDAYS AND PERSONAL LEAVE Mendocino County observes 11 paid holidays per year. Employees are granted 24 - 48 hours of personal leave annually, depending upon Bargaining Unit. VACATION Accrues at the rate of two weeks per year for three years. Three weeks per year after three years, four weeks after eight years and five weeks after 15 years. SICK LEAVE Paid sick leave accrues at the rate of 1.25 days per month, or 15 days per year. Accruals are pro-rated for part-time employees working at least 20 hours per week. Part-time employees working less than 20 hours per week, and extra-help employees receive up to 24 hours (or 3 days) of paid sick leave annually. MEDICAL, DENTAL, VISION, AND LIFE INSURANCE The County and the employee share the cost of an employee selected health care plan; enrollment in the plan includes $20,000 Life Insurance. HEALTH INSURANCE For the most current information regarding Health Insurance please go to: http://www.mendocinocounty.org/hr/ehb EMPLOYEE ASSISTANCE PROGRAM For the most current information regarding Employee Assistance please go to: http://www.mendocinocounty.org/hr/eap EMPLOYEE WELLNESS PROGRAM For the most current information regarding Employee Wellness please go to: http://www.mendocinocounty.org/hr/mcwow LABOR CONTRACTS For the complete list of most current labor agreements please go to: http://www.mendocinocounty.org/hr/labor Closing Date/Time: 5/14/2024 11:59 PM Pacific
Apr 17, 2024
Full Time
The Position The current vacancy is in Ukiah, CA. The list developed from this recruitment will be used for a limited period to fill open and promotional, regular full-time, and part-time positions in a variety of departments, service areas, and locations throughout the County, should they occur. Pursuant to current bargaining unit agreements, employees regularly assigned to the coastal region or in Covelo are eligible to receive a 5% assignment premium . Under general supervision, coordinates the activities of a specialized program of care, including developing program protocols, quality assurance and evaluating provision of client services. Provides comprehensive public health nursing services in the prevention, detection, and control of diseases and the promotion of health in a variety of settings throughout the county. Performs case management, determines medical eligibility for programs and services per specific guidelines. Positions may be office, field, or clinic-based, depending on the program. Bilingual English/Spanish encouraged to apply. Se buscan personas bilingües en inglés y español. Para recibir una solicitud en español, llame a Recursos Humanos al 234-6600. Job Requirements and Minimum Qualifications Duties may include but are not limited to the following: Provide comprehensive health services across the continuum of care, including medically fragile populations throughout the life span under the direction of the health officer, professional nurse or health care provider. Services may include assessment of psychosocial, physical, developmental, spiritual, and emotional needs. Carry out lead worker responsibilities including: training in job skills, assigning and directing work, making recommendations in performance appraisal, and reporting problems to the supervisor. Provide case management for clients., confers with health care providers concerning the condition and treatment of clients, coordinate services with other social and/or health agencies, and make referrals when appropriate/necessary; determine eligibility for ongoing medical services; participate in medical case conferences to coordinate medical service needs and program benefits; participate in client medical appointments or clinic visits for coordination of care and to act as client advocate; conduct monthly face-to-face contacts and collaborate with schools, social services, law enforcement, and community health agencies. Participate in the operation of health clinics (i.e., interviewing and counseling clients, performing diagnostic tests, giving prescribed treatment, maintaining the office, recording data and making necessary referrals). Educates and counsels individuals and families regarding specific diseases or health conditions as well as health maintenance; promote rehabilitation. Provide guidance and leadership in the solution of problem cases encountered by nursing staff, paraprofessional health workers, and auxiliary staff. Plan, develop, and evaluate countywide program implementation including developing and revising program policies and implementing state standards. Conduct provider orientation programs, provides technical assistance and/or teaching presentations for physicians, public health nurses, school nurses, hospital staff, and other community agencies. Assist in preparing project and grant proposals, budgets, scopes-of-work, implementation plans, evaluations, reports, records and correspondence; assist in the development and implementation of program by developing budgets, writing grant proposals, compiling statistics and consulting with funding agencies on program planning. Provide guidance/leadership along with expertise in epidemiologic investigations in home, school or community. Document all contact with clients; complete required assessment reports electronic reports, time studies and billing sheets associated with client activities and visit billing; may provide expert witness testimony in court when required or by subpoena. Participate in interagency meetings to identify service needs and community risks to collaborate on and identify resources or training that will improve program delivery. Attend and lead staff meetings for program update, planning and case conferencing. Maintain and enhance knowledge of public health concerns through attendance at workshops, meetings, specialty clinics, protocols, journals and classes. Perform other related duties as assigned. MINIMUM QUALIFICATIONS REQUIRED Education and Experience: Bachelor's degree in Nursing from an accredited four-year college or university; and one (1) year experience equivalent to that of a Public Health Nurse with Mendocino County; or three (3) years of professional level nursing experience with at least one (1) year in a public agency; or, when possessing required license and certification, a combination of related education, training and experience that provides the required knowledge, skills, and abilities to perform the essential functions of the job. Licenses and Certifications: Valid Driver's License Valid California Registered Nurse Valid California Public Health Nurse Current Basic Life Support Course Completion Card issued by the American Heart Association, or equivalent Knowledge, Skills, and Abilities Knowledge of : Applicable state, federal and local ordinances, laws, rules and regulations. Principles of public health and human services. Human development across the life span. Nursing process including assessment, nursing diagnosis, identification of client needs, planning and development of individual service plans, implementation and evaluation. Perinatal, infant, child, adolescent and adult growth and development, nutritional needs, immunization, communicable diseases, education, social services and other support services. Adult/Child abuse and neglect. Causes, control, and care of chronic and communicable diseases and illnesses, handicapping conditions, behavioral health illness and other disabling conditions. Environmental, sociological, and psychological problems encountered when working with families where a member has a chronic and/or communicable disease. Evaluative and screening tests for development, growth and function of clients. Child growth and development and procedures involved in promoting maternal and child health, breast feeding and nutrition. Principles of behavioral health (i.e., normal and abnormal behavior patterns). Administration of immunizations and their possible side effects and complications. Principles of teaching and learning. Nursing theory, principles, and practices. Basic public health nursing and health maintenance education. Community resources related to the core functions of public health nursing. The core functions of Public Health and the ten essential services. Standards of the Privacy Act of 1974, (U.S.C. §552A) as amended; maintains and enforces all aspects of confidentiality of client information. Standards for Culturally and Linguistically Appropriate Services (CLAS) in health and health care. Skill in: Developing and revising program policies and implementing state standards. Organizing work, setting priorities, meeting critical deadlines and follow up on assignments with a minimum of direction. Writing clear and concise narrative reports, correspondence and other written materials. Training staff in area of assignment. Providing counseling and risk assessment. Using tact, discretion, initiative and independent judgment within established guidelines. Managing difficult clients and dangerous situations. Communicating clearly and effectively, both orally and in writing. Utilizing computer applications and hardware related to performance of the essential functions of the job. Mental and Physical Abilities: Recognize and appropriately act in response to normal and abnormal behavior patterns. Recognize and act appropriately in response to indications of abuse and neglect across the lifespan, domestic violence, substance use and abuse. Communicate effectively with people from diverse cultural backgrounds. Work cooperatively and effectively with others, observing proper safety precautions and procedures. Read, analyze and interpret professional periodicals and journals, technical procedures and government regulations. Establish and maintain effective working relationships with others. Deal with problems involving several concrete variables in standardized situations. While performing the duties of this position, the employee is required to regularly speak and listen. Specific vision abilities required by this job include close vision, ability to discriminate between colors, and ability to adjust focus. While performing the essential functions of this job, the incumbent is regularly required to: walk; sit; use hands to finger, handle, or feel objects; reach with hands and arms; speak and hear; and push, pull, move, or lift above and below the neck objects weighing up to 25 pounds. While performing the essential functions of this job, the incumbent may infrequently be required to push, pull, more or lift below the neck, objects weighing up to 50 pounds. Selection Procedure & Other Important Information Important Application Information: It is your responsibility to demonstrate through your application materials how you meet the minimum qualifications of the position/s for which you apply. You must complete all sections of the application. A résumé or other information you feel will help us evaluate your qualifications may be attached to your completed application, but will not be accepted in lieu of completing any part of the application. Blank applications that contain only a résumé or those that reference “see résumé” will be rejected as incomplete. Check your application before submitting to ensure it is complete and correct; no new or additional information will be accepted after the closing date. Inquiry will be made of your former and current employers; please provide the names and telephone numbers of supervisors on your application. You must provide the names and contact information of at least three (3) references (not relatives) that have knowledge of your job skills, experience, ability and/or character. Application materials are the property of Mendocino County and will not be returned. It is your responsibility to keep your NEOGOV profile updated, including any changes to your telephone number or address. Failure to do so may result in missed notification of exams or interviews. The exam process listed on this flyer is tentative. Mendocino County reserves the right to make necessary modifications to the examination plan. Such revisions will be in accordance with approved personnel standards. Should a change be made, applicants will be notified. The provisions of this job bulletin do not constitute an expressed or implied contract. Examination Process: All complete applications will be reviewed; incomplete applications will not be considered. Based on the number of qualified candidates, applicants meeting the job requirements and qualifications will be invited to participate in an oral examination (weight 100) or an unassembled exam, consisting of an evaluation of education and experience as stated on the application form. The examination process will test the knowledge and abilities described above. A minimum score of 70 must be attained for placement on the employment list. Special Testing: If you require special testing arrangements to accommodate a disability or religious conviction you must contact Human Resources at 707.234.6600 prior to the test date to make your requirements known. You must provide enough advance notice to allow Human Resources to properly review and evaluate your request . Special Requirements: Employment in some County departments or positions may require the successful completion of a pre-employment criminal background, which may include fingerprinting, and/or a medical examination, which may include drug screening. This announcement is a synopsis of duties and requirements of this job. To review the complete classification specification and benefits, please see the HR website. Applications must be submitted to the Human Resources Department by the final filing date. The County of Mendocino is an Equal Opportunity Employer This information is a summary of general benefits. Benefits listed in Mendocino County Resolutions or Memorandums of Understanding prevail over this listing. This information is not legally binding, nor does it constitute a Contract. SALARY Compensation is based on a five-step salary range, with annual merit-based increases within the salary range. RETIREMENT Covered under Social Security and the 1937 act; both employees and the County pay into the retirement fund. For the most current information regarding County Retirement please go to: https://www.mendocinocounty.org/retirement HOLIDAYS AND PERSONAL LEAVE Mendocino County observes 11 paid holidays per year. Employees are granted 24 - 48 hours of personal leave annually, depending upon Bargaining Unit. VACATION Accrues at the rate of two weeks per year for three years. Three weeks per year after three years, four weeks after eight years and five weeks after 15 years. SICK LEAVE Paid sick leave accrues at the rate of 1.25 days per month, or 15 days per year. Accruals are pro-rated for part-time employees working at least 20 hours per week. Part-time employees working less than 20 hours per week, and extra-help employees receive up to 24 hours (or 3 days) of paid sick leave annually. MEDICAL, DENTAL, VISION, AND LIFE INSURANCE The County and the employee share the cost of an employee selected health care plan; enrollment in the plan includes $20,000 Life Insurance. HEALTH INSURANCE For the most current information regarding Health Insurance please go to: http://www.mendocinocounty.org/hr/ehb EMPLOYEE ASSISTANCE PROGRAM For the most current information regarding Employee Assistance please go to: http://www.mendocinocounty.org/hr/eap EMPLOYEE WELLNESS PROGRAM For the most current information regarding Employee Wellness please go to: http://www.mendocinocounty.org/hr/mcwow LABOR CONTRACTS For the complete list of most current labor agreements please go to: http://www.mendocinocounty.org/hr/labor Closing Date/Time: 5/14/2024 11:59 PM Pacific
Introduction This examination is being given to fill several full-time and part-time vacancies in the Probation Department and to establish an eligible list to fill future vacancies. The Juvenile Detention Officer Assistant (JDOA) is the trainee level in the Juvenile Detention Officer series. As trainees, the incumbents are assigned to perform routine activities under close supervision and receive departmental training. Under immediate supervision, the JDOA maintains the safety, security and discipline in an assigned unit for juveniles; supervises and guides the behavior of juveniles; enforces facility rules and regulations; advises juveniles in proper standards of personal conduct; observes and assesses behavior and needs of groups and individuals within groups; and does related or other work as required in accordance with Rule 3, Section 3 of the Civil Service Rules. The Juvenile Detention Facility is a 24-hour operation. These positions require working rotating shifts which will include weekends and holidays, as well as working overtime. The shifts are: 6:00 am - 6:00 pm; 9:00 am - 9:00 pm; and 6:00 pm - 6:00 am. Candidates must participate in a mandatory orientation and successfully pass a background investigation, pre-employment physical and drug screen prior to employment. Candidates who pass the written exam will need to complete the Personal History Statement (PHS), which they will receive at the mandatory orientation. To review the PHS, click on the link to the Peace Officer Standards and Training (POST) forms page - San Joaquin County uses form 2-251: PHS - Peace Officer Prior Candidates for the BSCC Selection Exam for Adult Corrections Officer (ACO), Juvenile Corrections Officer (JCO) and Probation Officer (PO) Classifications for Local Corrections: For applicants who took this exam on or after August 17, 2020 and achieved a T-score of 45 or above, San Joaquin County will allow applicants to submit their T-score in lieu of retaking the written exam, but the employment application for San Joaquin County must still be submitted and must meet the minimum qualifications for Juvenile Detention Officer Assistant in San Joaquin County. POST exam T-scores are not accepted in lieu of taking this exam. The T-score must be on agency letterhead and must show t he name of the agency that administered the exam, t he name of the exam, the date the exam was given and the candidate's name. The T-score letter must be submitted with the employment application. Supporting a Safer, Stronger Community The San Joaquin County Probation Department is committed to increasing public safety, supporting victims, and reducing recidivism through client accountability and support; thereby making our community safer and stronger. We are dedicated to inspiring positive change by delivering proven evidence-based practices, which assist clients in identifying a path to productive life choices. San Joaquin County Probation has a shared set of values. We value excellence, importance of the individual, team concept, ethical conduct, professionalism, importance of community and a safe and healthy environment. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Maintains security and discipline over assigned unit or program; enforces rules and regulations of the facility and program. Supervises and guides youthful offender behavior; advises youthful offenders in proper standards of personal conduct. May counsel or assist in counseling youthful offenders individually or in groups. Documents and relates information to appropriate persons. Conducts programs related to recreation and work activities; participates in behavior modification programs such as anger management, victim awareness and the like; assists in planning activities and programs. Prepares and maintains conduct records and reports regarding youthful offenders for use in placement or court proceedings, including incident reports. May be required to perform basic housekeeping tasks; conducts room checks and searches; scans incoming and outgoing mail; searches youthful offenders for contraband. Learns to subdue and restrain violent or attacking youthful offenders when appropriate for the safety and protection of themselves and others. Uses computers and youthful offender detention specific programs for detention management and communications. Transports youthful offenders, when necessary. MINIMUM QUALIFICATIONS Note: Supplemental application must be submitted with employment application. EITHER PATTERN I Education : Completion of thirty semester (or equivalent quarter) units at an accredited college or university, including at least six semester (or equivalent quarter) units in the social or behavioral sciences. OR PATTERN II Experience : One year of full-time experience in law enforcement, correctional work in a probation or parole agency, detention or residential treatment facility, correctional institution, or supervision of residents in a youth or adult housing program. AND FOR BOTH PATTERNS License : Possession of a valid California driver’s license. Special Requirements : The Juvenile Detention Officer Assistant must successfully complete the required Juvenile Corrections Officer Core Course training during the first year of appointment as established by the California Board of State and Community Corrections. Employees in this classification are peace officers as defined by Section 830.5 of the Penal Code and must satisfy the State of California criteria for peace officer status. Employees must also conform to all training as well as other requirements including those necessary to hold and maintain peace officer status pursuant to the California Government Code. KNOWLEDGE Knowledge of : California youthful offender justice system; general principles of human behavior, normal and abnormal; basic group and individual counseling techniques; basic psychological theories, terminology and treatment methods; community interaction and collaborative problem solving; general principles of report writing and composition; basic computer literacy; personal co mputer systems and computer software. ABILITY Ability to : establish rapport with youthful offenders; recognize emotional and behavioral problems; assess physical and emotional needs of individual youthful offenders; demonstrate clear written and oral skills; follow written and oral instructions/procedures; enforce rules and regulations with firmness; organize and direct the activities of youthful offenders; utilize a variety of office equipment, including computer operation; operate communications and safety equipment; work different shifts, weekends, holidays and extended schedules; work with other staff to effect job duties; relate to a wide variety of socio-economic, cultural and ethnic backgrounds; physically restrain or subdue youthful offenders for the safety of themselves and others; drive in a safe manner. PHYSICAL/MENTAL REQUIREMENTS Mobility ---Constant standing, walking, running, stooping, bending, climbing stairs and lifting of individuals which require strength, coordination, endurance and agility, driving, operation of a computer; Visual - - -constant overall vision; constant color perception, constant eye-hand coordination; constant depth perception; frequent reading/close-up work; constant field of vision/peripheral; Dexterity ---frequent repetitive motion and reaching; Hearing/Talking ---constant requirement to hear normal speech; constant hearing on telephone and radio; ability to hear faint sounds; constant talking on telephone/radio; Emotional/Psychological ---constant contact with hostile individuals; frequent exposure to emergency situations; frequent exposure to trauma, grief and death; frequent public contact; frequent decision-making; frequent concentration; Special Requirements --- assignments may require working weekend, nights, and/or occasional overtime; Environmental --- occasional exposure to varied weather conditions. San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021 . Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Employee Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employee may purchase additional term life insurance at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holidays : Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays, accruals, use, and cashability of accrued time. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one- half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Job Sharing : Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank or ranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When filling nine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For current employment opportunities please call our 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
Mar 08, 2024
Full Time
Introduction This examination is being given to fill several full-time and part-time vacancies in the Probation Department and to establish an eligible list to fill future vacancies. The Juvenile Detention Officer Assistant (JDOA) is the trainee level in the Juvenile Detention Officer series. As trainees, the incumbents are assigned to perform routine activities under close supervision and receive departmental training. Under immediate supervision, the JDOA maintains the safety, security and discipline in an assigned unit for juveniles; supervises and guides the behavior of juveniles; enforces facility rules and regulations; advises juveniles in proper standards of personal conduct; observes and assesses behavior and needs of groups and individuals within groups; and does related or other work as required in accordance with Rule 3, Section 3 of the Civil Service Rules. The Juvenile Detention Facility is a 24-hour operation. These positions require working rotating shifts which will include weekends and holidays, as well as working overtime. The shifts are: 6:00 am - 6:00 pm; 9:00 am - 9:00 pm; and 6:00 pm - 6:00 am. Candidates must participate in a mandatory orientation and successfully pass a background investigation, pre-employment physical and drug screen prior to employment. Candidates who pass the written exam will need to complete the Personal History Statement (PHS), which they will receive at the mandatory orientation. To review the PHS, click on the link to the Peace Officer Standards and Training (POST) forms page - San Joaquin County uses form 2-251: PHS - Peace Officer Prior Candidates for the BSCC Selection Exam for Adult Corrections Officer (ACO), Juvenile Corrections Officer (JCO) and Probation Officer (PO) Classifications for Local Corrections: For applicants who took this exam on or after August 17, 2020 and achieved a T-score of 45 or above, San Joaquin County will allow applicants to submit their T-score in lieu of retaking the written exam, but the employment application for San Joaquin County must still be submitted and must meet the minimum qualifications for Juvenile Detention Officer Assistant in San Joaquin County. POST exam T-scores are not accepted in lieu of taking this exam. The T-score must be on agency letterhead and must show t he name of the agency that administered the exam, t he name of the exam, the date the exam was given and the candidate's name. The T-score letter must be submitted with the employment application. Supporting a Safer, Stronger Community The San Joaquin County Probation Department is committed to increasing public safety, supporting victims, and reducing recidivism through client accountability and support; thereby making our community safer and stronger. We are dedicated to inspiring positive change by delivering proven evidence-based practices, which assist clients in identifying a path to productive life choices. San Joaquin County Probation has a shared set of values. We value excellence, importance of the individual, team concept, ethical conduct, professionalism, importance of community and a safe and healthy environment. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. TYPICAL DUTIES Maintains security and discipline over assigned unit or program; enforces rules and regulations of the facility and program. Supervises and guides youthful offender behavior; advises youthful offenders in proper standards of personal conduct. May counsel or assist in counseling youthful offenders individually or in groups. Documents and relates information to appropriate persons. Conducts programs related to recreation and work activities; participates in behavior modification programs such as anger management, victim awareness and the like; assists in planning activities and programs. Prepares and maintains conduct records and reports regarding youthful offenders for use in placement or court proceedings, including incident reports. May be required to perform basic housekeeping tasks; conducts room checks and searches; scans incoming and outgoing mail; searches youthful offenders for contraband. Learns to subdue and restrain violent or attacking youthful offenders when appropriate for the safety and protection of themselves and others. Uses computers and youthful offender detention specific programs for detention management and communications. Transports youthful offenders, when necessary. MINIMUM QUALIFICATIONS Note: Supplemental application must be submitted with employment application. EITHER PATTERN I Education : Completion of thirty semester (or equivalent quarter) units at an accredited college or university, including at least six semester (or equivalent quarter) units in the social or behavioral sciences. OR PATTERN II Experience : One year of full-time experience in law enforcement, correctional work in a probation or parole agency, detention or residential treatment facility, correctional institution, or supervision of residents in a youth or adult housing program. AND FOR BOTH PATTERNS License : Possession of a valid California driver’s license. Special Requirements : The Juvenile Detention Officer Assistant must successfully complete the required Juvenile Corrections Officer Core Course training during the first year of appointment as established by the California Board of State and Community Corrections. Employees in this classification are peace officers as defined by Section 830.5 of the Penal Code and must satisfy the State of California criteria for peace officer status. Employees must also conform to all training as well as other requirements including those necessary to hold and maintain peace officer status pursuant to the California Government Code. KNOWLEDGE Knowledge of : California youthful offender justice system; general principles of human behavior, normal and abnormal; basic group and individual counseling techniques; basic psychological theories, terminology and treatment methods; community interaction and collaborative problem solving; general principles of report writing and composition; basic computer literacy; personal co mputer systems and computer software. ABILITY Ability to : establish rapport with youthful offenders; recognize emotional and behavioral problems; assess physical and emotional needs of individual youthful offenders; demonstrate clear written and oral skills; follow written and oral instructions/procedures; enforce rules and regulations with firmness; organize and direct the activities of youthful offenders; utilize a variety of office equipment, including computer operation; operate communications and safety equipment; work different shifts, weekends, holidays and extended schedules; work with other staff to effect job duties; relate to a wide variety of socio-economic, cultural and ethnic backgrounds; physically restrain or subdue youthful offenders for the safety of themselves and others; drive in a safe manner. PHYSICAL/MENTAL REQUIREMENTS Mobility ---Constant standing, walking, running, stooping, bending, climbing stairs and lifting of individuals which require strength, coordination, endurance and agility, driving, operation of a computer; Visual - - -constant overall vision; constant color perception, constant eye-hand coordination; constant depth perception; frequent reading/close-up work; constant field of vision/peripheral; Dexterity ---frequent repetitive motion and reaching; Hearing/Talking ---constant requirement to hear normal speech; constant hearing on telephone and radio; ability to hear faint sounds; constant talking on telephone/radio; Emotional/Psychological ---constant contact with hostile individuals; frequent exposure to emergency situations; frequent exposure to trauma, grief and death; frequent public contact; frequent decision-making; frequent concentration; Special Requirements --- assignments may require working weekend, nights, and/or occasional overtime; Environmental --- occasional exposure to varied weather conditions. San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021 . Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Employee Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employee may purchase additional term life insurance at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holidays : Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays, accruals, use, and cashability of accrued time. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one- half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Job Sharing : Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank or ranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When filling nine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For current employment opportunities please call our 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
SUMMARY PURPOSE OF POSITION The Chief People Officer will develop and lead the strategies and processes related to building and retaining an exceptional team of employees in alignment with the business strategy and goals of the organization, specifically in the areas of talent acquisition, diversity and inclusion, performance management, learning and development, new ways of working, and compensation and benefits. Serves as the SCRRA Equal Employment Opportunity (EEO) Officer. This is a confidential recruitment and will be handled accordingly throughout the various stages of the process. Candidates should be aware that references will not be contacted until mutual interest has been established. Candidates are encouraged to apply by March 18, 2024 . Electronic submittals are strongly preferred via email to apply@ralphandersen.com , and should include a compelling cover letter, comprehensive resume, and five professional references. Ralph Andersen & Associates will work in concert with Metrolink to conduct the initial evaluation of submitted materials to determine the best overall match with the established criteria as outlined in this recruitment profile. Confidential inquiries welcomed to Mr. Fred Wilson, Ralph Andersen & Associates, at (916) 630-4900 . To Apply: https://www.ralphandersen.com/jobs/chief-people-officer-metrolink/ MEDICAL: SCRRA offers a choice of twelve (12) health plan options provided through the California Public Employees' Retirement System (CalPERS). You may choose from up to ten (10) Health Maintenance Organization (HMO) plans and two (2) Preferred Provider Organization (PPO) plans. Some health plans are only available in certain counties and/or zip codes. You contribute 12.5 percent of the plan premium for coverage of you and your eligible dependents. You may waive coverage if you are covered under another group health plan; you must provide proof. Once you waive coverage, you will only be allowed to enroll during Open Enrollment or within 60 days from the date on which your other coverage is no longer available (proof is required). If you elect to waive coverage, you will receive $300.00 per month taxable earnings, paid in two installments of $150 each on the first two paychecks of the month. A retiree or an employee who is a spouse, child, or any other eligible dependent of another SCRRA employee is not eligible for the opt out/cash in lieu credit if he/she is covered under a SCRRA health plan. Eligibility begins the first of the month following hire date or qualifying event. DENTAL: SCRRA offers two dental options provided by Delta Dental. Under the DeltaCare (HMO) program, you must select a contract dentist within their network to perform your dental services. If you require treatment from a specialist, your contract dentist will handle the referral. Many services are covered at no cost to you. A co-payment applies for other services. The Delta Dental PPO plan allows you to visit a dentist of your choice, change dentists at any time, go to a dental specialist of your choice, receive dental care anywhere in the world, and save on out-of-pocket expenses when you visit a PPO network dental office. SCRRA pays the full premium for coverage of you and your eligible dependents under both plans. Eligibility begins the first of the month following hire date or qualifying event. VISION: SCRRA offers two (2) vision plans through Vision Service Plan (VSP), providing coverage for eye examinations, prescription eyewear and contact lenses through network providers. You have the option of seeing out-of-network providers, but full reimbursement is not guaranteed. VSP has contracted with many laser surgery facilities and doctors, offering you a discount on PRK and LASIK surgeries. If you enroll in the VSP Basic Plan, SCRRA pays the full premium for coverage of you and your eligible dependents. If you enroll in the VSP Buy-up Plan, which offers enhanced vision benefits, you pay the difference between the cost of the Basic Plan and the Buy-up Plan. Eligibility begins the first of the month following hire date or qualifying event. FLEXIBLE SPENDING ACCOUNTS: Flexible Spending Accounts (FSA) allow for the deferral of pre-tax dollars to be used for reimbursement of eligible medical and dependent care expenses. You can set aside up to $3,050 for health care expenses and $5,000 per family for dependent care expenses annually. Eligibility begins the first of the month following hire date or a qualifying event. GROUP TERM LIFE INSURANCE: SCRRA provides for an amount equal to one (1) time your annual salary, rounded to the nearest $1,000, to a maximum of $200,000. Your life insurance benefit will reduce to 65% at age 65 and 55% at age 70. IRS regulations require that the portion of Group Term Life (“G.T.L.”) insurance benefits provided to you by SCRRA, which exceeds $50,000, be added to your Federal, State, and Medicare taxable earnings for W-2 reporting. This amount is reflected on your pay statements each pay period in the “Other Benefits and Information” section. In addition, SCRRA offers a voluntary plan, which may be purchased in increments of $10,000 to a maximum of $100,000 without evidence of insurability (initial enrollment period only) and up to 5 times your salary to a maximum of $500,000 with evidence of insurability. Dependent life options are also available. The voluntary plan is portable; you may retain it if you leave SCRRA and pay the premium. Eligibility begins the first of the month following hire date or qualifying event. ACCIDENTAL DEATH & DISMEMBERMENT: SCRRA provides for an amount equal to one (1) time your annual salary, rounded to the nearest $1,000, up to a maximum of $200,000. Your AD&D insurance benefit will reduce to 65% at age 65 and 55% at age 70. In addition, SCRRA offers a voluntary plan, which may be purchased in increments of $10,000, subject to a maximum of the lesser of 5 times your annual salary or $500,000. Dependent AD&D options are also available. Eligibility begins the first of the month following hire date or qualifying event. SHORT TERM DISABILITY: You are covered under the California State Disability Insurance (SDI) Program. Your maximum benefit amount is 52 times your weekly benefit amount or the total wages subject to SDI tax paid in your base period, whichever is less. Employees pay a mandatory contribution, through payroll deductions, for coverage under the SDI program. The contribution rate for 2023 is 0.9 percent of earnings. The SDI taxable wage limit is $153,164, with a maximum withholding of $1,378.48 per employee for calendar year 2023. LONG TERM DISABILITY : SCRRA provides for income replacement of 60 percent of monthly earnings subject to a maximum benefit of $7,500 per month up to age 65. To qualify, you must be on disability for 90 days. (Note: there is a pre-existing condition clause in this program.) Eligibility begins the first of the month following hire date or qualifying event. VOLUNTARY BENEFITS: SCRRA offers the following employee-paid voluntary benefits, provided by Aflac: Group Accident Insurance helps pay for out-of-pocket costs that arise from covered accidents, such as fractures, dislocations, and lacerations. Group Critical Illness Insurance helps pay for the expected and unexpected expenses that arise from diagnosis of a covered critical illness, such as cancer (internal or invasive), heart attack, stroke, end-stage renal failure or a major organ transplant. Group Hospital Indemnity Insurance helps pay for the out-of-pocket costs associated with a hospital stay, including benefits for hospital confinement, hospital admission, hospital intensive care and intermediate intensive care step-down unit. Group Short-Term Disability Insurance pays a monthly benefit directly to an employee who is off work due to an injury or illness for up to three (3) months after a seven (7) day waiting period. Eligibility begins the first of the month following hire date or qualifying event. 9/80 ALTERNATIVE WORK SCHEDULE: SCRRA offers a 9/80 Alternative Work Schedule (AWS). During a 10-day work period, you work eight 9-hour days, one 8-hour day and have one day off. Your day off can be Monday, Wednesday, or Friday. Approval from your supervisor, chief and HR is required to participate in the 9/80 AWS program. TELECOMMUTING SCHEDULE: SCRRA offers employees the option to telecommute up to two (2) days per week. At the CEO’s discretion, the maximum number of days per week may be increased due to a natural disaster, pandemic, civil unrest, federal/state/local stay-at-home order, or other special circumstances. Approval from your supervisor, chief and HR is required to participate in the telecommuting program. Employees on a 9/80 schedule cannot telecommute. HOLIDAYS: SCRRA observes twelve (12) holidays a year: New Year's Day, Martin Luther King Day, President’s Day, Cesar Chavez Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, Day after Thanksgiving, and Christmas Day. PAID TIME OFF (PTO): SCRRA provides employees with Paid Time Off (PTO) for vacations, illnesses, injuries, medical/dental appointments, religious holidays, personal business, and emergencies as follows: 0-4 years of service - 25 days 5-6 years of service - 30 days 7th year of service - 32 days 8th year of service - 33 days 9th year of service - 34 days 10-14 years of service - 35 days 15-19 years of service - 38 days 20 or more years - 42 days At the CEO’s discretion, prior service at a public transportation or public agency, or rail transportation company may be counted towards an employee’s total service years to increase the employee’s PTO accrual rate. To be considered, Human Resources requires that a written request along with verification and confirmation of the years of service be provided prior to the start of employment with SCRRA. Human Resources will provide the final determination on behalf of the CEO. EMPLOYEE ASSISTANCE PROGRAM (EAP): SCRRA offers you and your immediate and dependent family members confidential counseling 24 hours a day, 7 days a week for family, personal, work-related and substance abuse issues through the EAP. You are entitled to a telephone session(s) with a trained EAP professional to assess the nature of the problem and provide a referral for additional assistance, if needed. Services also include three (3) face-to-face counseling sessions per family member per six (6) month period. HEALTH ADVOCACY SERVICES: SCRRA offers you and your eligible dependents free health advocacy services through Health Advocate. You are entitled to unlimited calls with trained professionals who can help you navigate the healthcare and insurance systems. RETIREMENT PLAN: The SCRRA contracts with the California Public Employees' Retirement System (CalPERS). You pay a 7.00 percent employee contribution and SCRRA pays an employer contribution, which varies each year. To be eligible for service retirement, you must be at least age 52 and have a minimum of five (5) years of CalPERS-credited service. Upon retirement you are entitled to a monthly retirement benefit based on your years of credited service, age, and average compensation during your last three (3) years of service (“final compensation”). The retirement formula for New Members is 2%@62, which means at age 62, you receive 2 percent of your final compensation for every year of service. Upon separation from employment with less than 5 years of credited service, you may request a refund of your employee contributions only, including interest, and end your membership with CalPERS, or leave it in your account and retain your service credit should you decide to work for another CalPERS-covered agency. If you are vested upon separation but do not retire, you may leave your contributions in your account until retirement or elect a refund. SOCIAL SECURITY: You do not participate in Social Security except for Medicare. You will contribute 1.45 percent of your pay to cover the hospital insurance portion of Medicare. *Additional Medicare Hospital Insurance Tax: As of January 1, 2013, employees are required to pay an additional 0.9 percent Medicare tax on earnings above $200,000 (for those who file an individual return) or $250,000 (for those who file a joint return). This additional hospital insurance tax is not reflected in the rate above. RETIREE MEDICAL: Unrepresented employees hired before 11/1/18*: You will be eligible for medical coverage when you retire if your separation date and retirement date are within 120 days of each other. SCRRA pays the same amount for retirees as it does for active employees, which is currently 87.5 percent of the applicable premium. Unrepresented employees hired on or after 11/1/18: You will be eligible for medical coverage when you retire if your separation date and retirement date are within 120 days of each other and you have a minimum of 10 years of credited CalPERS service, five of which must be performed at SCRRA. SCRRA pays a percentage of the state annuitant contribution rate** in accordance with the vesting schedule below: 10 Years of CalPERS Service - 50% 11 - 19 Years of CalPERS Service - 50%, plus 5% for each additional year of service 20+ Years of CalPERS Service - 100% *Once each year the employer may allow unrepresented employees hired before 11/1/18 the opportunity to individually elect to be subject to the vesting schedule. **The state annuitant contribution rates for 2023 are: $883 (Retiree Only); $1,699 (Retiree + 1 Dependent); $2,124 (Retiree + Family). DEFERRED COMPENSATION PLAN (457) : You are eligible to set aside a portion of your current income without paying taxes on that money until it is received later during retirement when taxes may be lower. In 2023, you can defer up to 100 percent of your gross compensation or $22,500 annually, whichever is less (“normal contribution limit”). You may make an additional $7,500 contribution to the plan if you are age 50 and older. If you are at least within three years of the age in which you are eligible to receive unreduced benefits under our CalPERS retirement plan, you may contribute up to double the normal contribution limit, or $45,000. TRANSPORTATION PASSES: You may use your employee badge for unlimited free access to all Metrolink lines and trains. Your badge cannot be used on connecting public transportation. However, if you commute to/from work on Metrolink on a regular basis and need to connect to other public transportation (e.g., Metro Red or Purple Line) you can be issued a Metrolink pass with the appropriate station pair, which will also give you access to connecting transportation. You are also eligible to receive a free transit pass to ride any greater Los Angeles area transit system other than Metrolink (such as, Metro, Foothill Transit, LADOT, and LOSSAN) for commuting purposes. The commuter transit pass has a value up to the monthly maximum tax-free transit pass amount established by the Internal Revenue Service ($300 in 2023). You are responsible for any transit fares above the IRS monthly cap. To receive this benefit, the SCRRA requires each employee to use public transportation to commute to and from work three (3) or more days per week. OTHER BENEFITS: Educational Assistance - SCRRA will reimburse an employee up to $1,000 per fiscal year for tuition, books and mandatory student fees for courses that are relevant to employment. No reimbursement is allowed for parking. Professional Memberships - SCRRA pays up to $300 per year for professional memberships. Credit Union Membership - SCRRA offers credit union services for employees and their family members, provided by Northrup Grumman Federal Credit Union. Jury Duty - SCRRA will continue an employee's salary during any non-voluntary jury service up to a maximum of ten (10) working days. Pregnancy Disability and Family and Medical Leaves - A leave of absence may be paid or unpaid and shall be granted in accordance with applicable federal and state laws, and SCRRA policy. Refer to the Human Resource Policies and Procedures Manual for more detailed information. Bereavement Leave - In the event of death in an employee’s immediate family, the agency grants up to three (3) working days, with pay, to handle family affairs and to attend the funeral. When an employee needs to travel outside the radius of the five (5) member agencies due to the death of an immediate family member, the Authority grants up to five (5) working days, with pay. Military Leave - Employees will be paid for the annually required active period. At the discretion of the Chief Executive Officer, and with Board notification, paid military leave may be granted beyond what is provided by the applicable state law. Closing Date/Time: Continuous
Mar 07, 2024
Full Time
SUMMARY PURPOSE OF POSITION The Chief People Officer will develop and lead the strategies and processes related to building and retaining an exceptional team of employees in alignment with the business strategy and goals of the organization, specifically in the areas of talent acquisition, diversity and inclusion, performance management, learning and development, new ways of working, and compensation and benefits. Serves as the SCRRA Equal Employment Opportunity (EEO) Officer. This is a confidential recruitment and will be handled accordingly throughout the various stages of the process. Candidates should be aware that references will not be contacted until mutual interest has been established. Candidates are encouraged to apply by March 18, 2024 . Electronic submittals are strongly preferred via email to apply@ralphandersen.com , and should include a compelling cover letter, comprehensive resume, and five professional references. Ralph Andersen & Associates will work in concert with Metrolink to conduct the initial evaluation of submitted materials to determine the best overall match with the established criteria as outlined in this recruitment profile. Confidential inquiries welcomed to Mr. Fred Wilson, Ralph Andersen & Associates, at (916) 630-4900 . To Apply: https://www.ralphandersen.com/jobs/chief-people-officer-metrolink/ MEDICAL: SCRRA offers a choice of twelve (12) health plan options provided through the California Public Employees' Retirement System (CalPERS). You may choose from up to ten (10) Health Maintenance Organization (HMO) plans and two (2) Preferred Provider Organization (PPO) plans. Some health plans are only available in certain counties and/or zip codes. You contribute 12.5 percent of the plan premium for coverage of you and your eligible dependents. You may waive coverage if you are covered under another group health plan; you must provide proof. Once you waive coverage, you will only be allowed to enroll during Open Enrollment or within 60 days from the date on which your other coverage is no longer available (proof is required). If you elect to waive coverage, you will receive $300.00 per month taxable earnings, paid in two installments of $150 each on the first two paychecks of the month. A retiree or an employee who is a spouse, child, or any other eligible dependent of another SCRRA employee is not eligible for the opt out/cash in lieu credit if he/she is covered under a SCRRA health plan. Eligibility begins the first of the month following hire date or qualifying event. DENTAL: SCRRA offers two dental options provided by Delta Dental. Under the DeltaCare (HMO) program, you must select a contract dentist within their network to perform your dental services. If you require treatment from a specialist, your contract dentist will handle the referral. Many services are covered at no cost to you. A co-payment applies for other services. The Delta Dental PPO plan allows you to visit a dentist of your choice, change dentists at any time, go to a dental specialist of your choice, receive dental care anywhere in the world, and save on out-of-pocket expenses when you visit a PPO network dental office. SCRRA pays the full premium for coverage of you and your eligible dependents under both plans. Eligibility begins the first of the month following hire date or qualifying event. VISION: SCRRA offers two (2) vision plans through Vision Service Plan (VSP), providing coverage for eye examinations, prescription eyewear and contact lenses through network providers. You have the option of seeing out-of-network providers, but full reimbursement is not guaranteed. VSP has contracted with many laser surgery facilities and doctors, offering you a discount on PRK and LASIK surgeries. If you enroll in the VSP Basic Plan, SCRRA pays the full premium for coverage of you and your eligible dependents. If you enroll in the VSP Buy-up Plan, which offers enhanced vision benefits, you pay the difference between the cost of the Basic Plan and the Buy-up Plan. Eligibility begins the first of the month following hire date or qualifying event. FLEXIBLE SPENDING ACCOUNTS: Flexible Spending Accounts (FSA) allow for the deferral of pre-tax dollars to be used for reimbursement of eligible medical and dependent care expenses. You can set aside up to $3,050 for health care expenses and $5,000 per family for dependent care expenses annually. Eligibility begins the first of the month following hire date or a qualifying event. GROUP TERM LIFE INSURANCE: SCRRA provides for an amount equal to one (1) time your annual salary, rounded to the nearest $1,000, to a maximum of $200,000. Your life insurance benefit will reduce to 65% at age 65 and 55% at age 70. IRS regulations require that the portion of Group Term Life (“G.T.L.”) insurance benefits provided to you by SCRRA, which exceeds $50,000, be added to your Federal, State, and Medicare taxable earnings for W-2 reporting. This amount is reflected on your pay statements each pay period in the “Other Benefits and Information” section. In addition, SCRRA offers a voluntary plan, which may be purchased in increments of $10,000 to a maximum of $100,000 without evidence of insurability (initial enrollment period only) and up to 5 times your salary to a maximum of $500,000 with evidence of insurability. Dependent life options are also available. The voluntary plan is portable; you may retain it if you leave SCRRA and pay the premium. Eligibility begins the first of the month following hire date or qualifying event. ACCIDENTAL DEATH & DISMEMBERMENT: SCRRA provides for an amount equal to one (1) time your annual salary, rounded to the nearest $1,000, up to a maximum of $200,000. Your AD&D insurance benefit will reduce to 65% at age 65 and 55% at age 70. In addition, SCRRA offers a voluntary plan, which may be purchased in increments of $10,000, subject to a maximum of the lesser of 5 times your annual salary or $500,000. Dependent AD&D options are also available. Eligibility begins the first of the month following hire date or qualifying event. SHORT TERM DISABILITY: You are covered under the California State Disability Insurance (SDI) Program. Your maximum benefit amount is 52 times your weekly benefit amount or the total wages subject to SDI tax paid in your base period, whichever is less. Employees pay a mandatory contribution, through payroll deductions, for coverage under the SDI program. The contribution rate for 2023 is 0.9 percent of earnings. The SDI taxable wage limit is $153,164, with a maximum withholding of $1,378.48 per employee for calendar year 2023. LONG TERM DISABILITY : SCRRA provides for income replacement of 60 percent of monthly earnings subject to a maximum benefit of $7,500 per month up to age 65. To qualify, you must be on disability for 90 days. (Note: there is a pre-existing condition clause in this program.) Eligibility begins the first of the month following hire date or qualifying event. VOLUNTARY BENEFITS: SCRRA offers the following employee-paid voluntary benefits, provided by Aflac: Group Accident Insurance helps pay for out-of-pocket costs that arise from covered accidents, such as fractures, dislocations, and lacerations. Group Critical Illness Insurance helps pay for the expected and unexpected expenses that arise from diagnosis of a covered critical illness, such as cancer (internal or invasive), heart attack, stroke, end-stage renal failure or a major organ transplant. Group Hospital Indemnity Insurance helps pay for the out-of-pocket costs associated with a hospital stay, including benefits for hospital confinement, hospital admission, hospital intensive care and intermediate intensive care step-down unit. Group Short-Term Disability Insurance pays a monthly benefit directly to an employee who is off work due to an injury or illness for up to three (3) months after a seven (7) day waiting period. Eligibility begins the first of the month following hire date or qualifying event. 9/80 ALTERNATIVE WORK SCHEDULE: SCRRA offers a 9/80 Alternative Work Schedule (AWS). During a 10-day work period, you work eight 9-hour days, one 8-hour day and have one day off. Your day off can be Monday, Wednesday, or Friday. Approval from your supervisor, chief and HR is required to participate in the 9/80 AWS program. TELECOMMUTING SCHEDULE: SCRRA offers employees the option to telecommute up to two (2) days per week. At the CEO’s discretion, the maximum number of days per week may be increased due to a natural disaster, pandemic, civil unrest, federal/state/local stay-at-home order, or other special circumstances. Approval from your supervisor, chief and HR is required to participate in the telecommuting program. Employees on a 9/80 schedule cannot telecommute. HOLIDAYS: SCRRA observes twelve (12) holidays a year: New Year's Day, Martin Luther King Day, President’s Day, Cesar Chavez Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, Day after Thanksgiving, and Christmas Day. PAID TIME OFF (PTO): SCRRA provides employees with Paid Time Off (PTO) for vacations, illnesses, injuries, medical/dental appointments, religious holidays, personal business, and emergencies as follows: 0-4 years of service - 25 days 5-6 years of service - 30 days 7th year of service - 32 days 8th year of service - 33 days 9th year of service - 34 days 10-14 years of service - 35 days 15-19 years of service - 38 days 20 or more years - 42 days At the CEO’s discretion, prior service at a public transportation or public agency, or rail transportation company may be counted towards an employee’s total service years to increase the employee’s PTO accrual rate. To be considered, Human Resources requires that a written request along with verification and confirmation of the years of service be provided prior to the start of employment with SCRRA. Human Resources will provide the final determination on behalf of the CEO. EMPLOYEE ASSISTANCE PROGRAM (EAP): SCRRA offers you and your immediate and dependent family members confidential counseling 24 hours a day, 7 days a week for family, personal, work-related and substance abuse issues through the EAP. You are entitled to a telephone session(s) with a trained EAP professional to assess the nature of the problem and provide a referral for additional assistance, if needed. Services also include three (3) face-to-face counseling sessions per family member per six (6) month period. HEALTH ADVOCACY SERVICES: SCRRA offers you and your eligible dependents free health advocacy services through Health Advocate. You are entitled to unlimited calls with trained professionals who can help you navigate the healthcare and insurance systems. RETIREMENT PLAN: The SCRRA contracts with the California Public Employees' Retirement System (CalPERS). You pay a 7.00 percent employee contribution and SCRRA pays an employer contribution, which varies each year. To be eligible for service retirement, you must be at least age 52 and have a minimum of five (5) years of CalPERS-credited service. Upon retirement you are entitled to a monthly retirement benefit based on your years of credited service, age, and average compensation during your last three (3) years of service (“final compensation”). The retirement formula for New Members is 2%@62, which means at age 62, you receive 2 percent of your final compensation for every year of service. Upon separation from employment with less than 5 years of credited service, you may request a refund of your employee contributions only, including interest, and end your membership with CalPERS, or leave it in your account and retain your service credit should you decide to work for another CalPERS-covered agency. If you are vested upon separation but do not retire, you may leave your contributions in your account until retirement or elect a refund. SOCIAL SECURITY: You do not participate in Social Security except for Medicare. You will contribute 1.45 percent of your pay to cover the hospital insurance portion of Medicare. *Additional Medicare Hospital Insurance Tax: As of January 1, 2013, employees are required to pay an additional 0.9 percent Medicare tax on earnings above $200,000 (for those who file an individual return) or $250,000 (for those who file a joint return). This additional hospital insurance tax is not reflected in the rate above. RETIREE MEDICAL: Unrepresented employees hired before 11/1/18*: You will be eligible for medical coverage when you retire if your separation date and retirement date are within 120 days of each other. SCRRA pays the same amount for retirees as it does for active employees, which is currently 87.5 percent of the applicable premium. Unrepresented employees hired on or after 11/1/18: You will be eligible for medical coverage when you retire if your separation date and retirement date are within 120 days of each other and you have a minimum of 10 years of credited CalPERS service, five of which must be performed at SCRRA. SCRRA pays a percentage of the state annuitant contribution rate** in accordance with the vesting schedule below: 10 Years of CalPERS Service - 50% 11 - 19 Years of CalPERS Service - 50%, plus 5% for each additional year of service 20+ Years of CalPERS Service - 100% *Once each year the employer may allow unrepresented employees hired before 11/1/18 the opportunity to individually elect to be subject to the vesting schedule. **The state annuitant contribution rates for 2023 are: $883 (Retiree Only); $1,699 (Retiree + 1 Dependent); $2,124 (Retiree + Family). DEFERRED COMPENSATION PLAN (457) : You are eligible to set aside a portion of your current income without paying taxes on that money until it is received later during retirement when taxes may be lower. In 2023, you can defer up to 100 percent of your gross compensation or $22,500 annually, whichever is less (“normal contribution limit”). You may make an additional $7,500 contribution to the plan if you are age 50 and older. If you are at least within three years of the age in which you are eligible to receive unreduced benefits under our CalPERS retirement plan, you may contribute up to double the normal contribution limit, or $45,000. TRANSPORTATION PASSES: You may use your employee badge for unlimited free access to all Metrolink lines and trains. Your badge cannot be used on connecting public transportation. However, if you commute to/from work on Metrolink on a regular basis and need to connect to other public transportation (e.g., Metro Red or Purple Line) you can be issued a Metrolink pass with the appropriate station pair, which will also give you access to connecting transportation. You are also eligible to receive a free transit pass to ride any greater Los Angeles area transit system other than Metrolink (such as, Metro, Foothill Transit, LADOT, and LOSSAN) for commuting purposes. The commuter transit pass has a value up to the monthly maximum tax-free transit pass amount established by the Internal Revenue Service ($300 in 2023). You are responsible for any transit fares above the IRS monthly cap. To receive this benefit, the SCRRA requires each employee to use public transportation to commute to and from work three (3) or more days per week. OTHER BENEFITS: Educational Assistance - SCRRA will reimburse an employee up to $1,000 per fiscal year for tuition, books and mandatory student fees for courses that are relevant to employment. No reimbursement is allowed for parking. Professional Memberships - SCRRA pays up to $300 per year for professional memberships. Credit Union Membership - SCRRA offers credit union services for employees and their family members, provided by Northrup Grumman Federal Credit Union. Jury Duty - SCRRA will continue an employee's salary during any non-voluntary jury service up to a maximum of ten (10) working days. Pregnancy Disability and Family and Medical Leaves - A leave of absence may be paid or unpaid and shall be granted in accordance with applicable federal and state laws, and SCRRA policy. Refer to the Human Resource Policies and Procedures Manual for more detailed information. Bereavement Leave - In the event of death in an employee’s immediate family, the agency grants up to three (3) working days, with pay, to handle family affairs and to attend the funeral. When an employee needs to travel outside the radius of the five (5) member agencies due to the death of an immediate family member, the Authority grants up to five (5) working days, with pay. Military Leave - Employees will be paid for the annually required active period. At the discretion of the Chief Executive Officer, and with Board notification, paid military leave may be granted beyond what is provided by the applicable state law. Closing Date/Time: Continuous
Introduction This recruitment is being conducted to fill several Correctional Officer opportunities in the San Joaquin County Sheriff's Office and to establish an eligible list which may be used to fill future vacancies. The San Joaquin County Sheriff’s Office is seeking highly motivated individuals who will play a critical role in the daily function and operations of the Custody Division. The Correctional Officer-Lateral candidate is a journey level position responsible for following clearly established procedures in receiving prisoners, maintaining discipline and preventing escapes. Typically, a candidate that has completed one of the following California Training Programs can be considered for a Correctional Officer - Lateral position: Adult Corrections Core Course Probation Officer Core Course (must complete STC Transfer Academy upon hire) Juvenile Corrections Officer Core Course (must complete STC Transfer Academy upon hire) CDCR Basic Academy Course (must have worked for CDCR within the last year & must complete STC Transfer Academy upon hire) Peace Officers Standards and Training (POST) Basic Academy Course (must have completed Academy within last 3 years or be actively using cert; must complete ACO Supplemental Core Course upon hire) Pre-Employment Physical, Drug Screen and Background : Potential new hires into this classification are required to successfully pass a pre-employment physical examination, a pre-employment drug screen and a background investigation as a condition of employment. Final appointment cannot be made unless the eligible candidate has passed the drug screen, physical and successfully completed the background process. The County pays for the initial drug screen and physical. Hiring Incentive Program: The San Joaquin County Sheriff’s Office offers a hiring incentive in the amount of $10,000 ($3,000 upon hire, $3,000 after completion of field/on-the job training, $4,000 after completion of 6th year of service). The department will award the cash incentive to any person who is hired for the position of Correctional Officer - Lateral within the timeframes this program is active and so approved by the San Joaquin County Board of Supervisors. Additionally, a moving stipend reimbursement up to $2,000.00 for any cost directly associated with relocating their primary residence as a result of gaining employment with this office is available. The following incentives may also be available for eligible new hires, subject to approval by Human Resources: Vacation Accrual Rate: San Joaquin County vacation accrual rate consistent with the candidate's total years of public service. Sick Leave: Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. DEFINITION Under general supervision, performs general prisoner custody for inmates of County detention facilities; and does related or other work as required in accordance with Rule 3, Section 3 of the Civil Service Rules. CLASS CHARACTERISTICS Employees of this class are considered public officers as described in California Penal Code 831 and responsible for following clearly established procedures in receiving prisoners, maintaining discipline and preventing escapes. Work is initially performed under close supervision, but as experience, knowledge and skill are gained, supervision becomes more general. This class differs from that of sworn officer classes in that an incumbent of this class is not assigned duties within the scope of active law enforcement. The Correctional Officer differs from the Correctional Trainee in that the latter is an entry level trainee class. TYPICAL DUTIES 1. Receives prisoners from law enforcement officers for detention in County jail and honor farm; obtains information from prisoners; receives and records prisoners’ personal property; conducts searches, photographs and fingerprints prisoners and assigns them to cells. 2. Supervises work and personal activities of inmates including eating, bathing, recreation, and other daily activities; supervises prisoner counseling, work rehabilitation and therapy programs; transports low security inmates. 3. Releases prisoners from jail on proper authorization; returns prisoner’s clothing and other personal property. 4. Collects and dispenses prisoner clothing, maintains clothing, linen, and cleaning supplies inventories. 5. Examines packages, letters, and other articles coming into the jail for the prisoners; insures that all items conform to established policy; removes contraband. 6. Provides first responder care and treatment during medical incidents; arranges for advanced medical treatment. 7. Maintains records and reports of prisoner activities and conduct; utilizes data terminals for reporting, keeping records and obtaining information. 8. May lead other workers as assigned. and provide security for personnel providing services 9. May be assigned duties related to Training Officer, Classification Officer, Transportation Coordinator, K9, and Correctional Emergency Response Team. MINIMUM QUALIFICATIONS Education : Graduation from high school or satisfactory completion of a G.E.D. test (scores must meet level established by Peace Officers Standards and Training Commission). Licenses and Certificates : Possession of a valid California Driver's License. SPECIAL REQUIREMENTS : : (1) Be at least 18 years of age upon appointment; (2) Meet minimum standards required for Peace Officers as set forth in Section 1029 and 1031 of the Government Code and Section 831 (c) of the California Penal Code; (3) Pass background investigation conducted by Sheriff’s Office; (4) Meet physical standards established for safety members; (5) Must successfully complete a basic training course approved by the California’s Board of State and Community Corrections within the first 12 months of employment. KNOWLEDGE Basic human behavior; deviant behavior; basic mathematics; general computer skills; language use and mechanics; first aid. ABILITY Supervise inmates engaged in a variety of activities; store, issue and account for recreation equipment, clothing, cleaning supplies and other items; understand and interpret rules and regulations; keep records and prepare reports; remain alert at all times and react quickly and calmly in emergency situations; follow oral and written instructions; effectively communicate; maintain confidence and emotional control; multi-task: establish and maintain effective working relationships with others; learn to utilize data terminals as required. PHYSICAL/MENTAL REQUIREMENTS Mobility-Constant standing, walking, running, stooping, bending, climbing stairs; occasional driving and lifting of individuals, which require strength, coordination, endurance and agility; operation of a computer; Visual-Constant overall vision; constant color perception, constant eye-hand coordination; constant depth perception; frequent reading/close-up work; constant field of vision/peripheral; Dexterity-Frequent repetitive motion and reaching; Hearing/Talking-Constant requirement to hear normal speech; constant hearing on telephone and radio; ability to hear faint sounds; constant talking on telephone/radio; Emotional/Psychological-Constant contact with hostile individuals; frequent exposure to emergency situations; occasional exposure to trauma, grief and death; frequent public contact; frequent decision-making; frequent concentration; Special Requirements- assignments require working weekends, nights, and/or overtime; Environmental-Occasional exposure to varied weather conditions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holiday : Depending on date of hire into the unit, employees earn either 10 or 14 holidays per year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave if the distance traveled is in excess of 300 miles each way. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Correctional Officer Supplement : Employees in the classification of Correctional Officer assigned duties of Training Officer, Transportation Coordinator, Classification Officer, Clinic Officer and Correctional Sergeants specially assigned to Training, Discipline, and Classification duties shall receive a supplement of 5%. Supervisor Supplement : Correctional Sergeants shall receive a supplement of 1% of base pay for performing supervisory duties. Correctional Sergeants who have completed ten (10) or more years of service as a Correctional Officer or Correctional Sergeant shall receive an additional supplement of 1% for a total supplement of 2% base pay. Bilingual Pay : Each employee who is designated by the appointing authority and approved by the County Administrator and who has passed a bilingual proficiency examination administered by the Human Resources Division shall receive a bi-weekly supplement of $50. Uniform Allowance : Employees in the classifications of Correctional Officer and Correctional Sergeant shall receive a lump sum uniform allowance of $1,100 on or about the pay day nearest December 1. Effective December 1, 2009, the uniform allowance shall be increased to $1,200. Pre-Employment Physical Exam : If required, will be conducted at Dameron Hospital at no cost to the employee . Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank or ranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When filling nine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For current employment opportunities please call our 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
Apr 22, 2024
Full Time
Introduction This recruitment is being conducted to fill several Correctional Officer opportunities in the San Joaquin County Sheriff's Office and to establish an eligible list which may be used to fill future vacancies. The San Joaquin County Sheriff’s Office is seeking highly motivated individuals who will play a critical role in the daily function and operations of the Custody Division. The Correctional Officer-Lateral candidate is a journey level position responsible for following clearly established procedures in receiving prisoners, maintaining discipline and preventing escapes. Typically, a candidate that has completed one of the following California Training Programs can be considered for a Correctional Officer - Lateral position: Adult Corrections Core Course Probation Officer Core Course (must complete STC Transfer Academy upon hire) Juvenile Corrections Officer Core Course (must complete STC Transfer Academy upon hire) CDCR Basic Academy Course (must have worked for CDCR within the last year & must complete STC Transfer Academy upon hire) Peace Officers Standards and Training (POST) Basic Academy Course (must have completed Academy within last 3 years or be actively using cert; must complete ACO Supplemental Core Course upon hire) Pre-Employment Physical, Drug Screen and Background : Potential new hires into this classification are required to successfully pass a pre-employment physical examination, a pre-employment drug screen and a background investigation as a condition of employment. Final appointment cannot be made unless the eligible candidate has passed the drug screen, physical and successfully completed the background process. The County pays for the initial drug screen and physical. Hiring Incentive Program: The San Joaquin County Sheriff’s Office offers a hiring incentive in the amount of $10,000 ($3,000 upon hire, $3,000 after completion of field/on-the job training, $4,000 after completion of 6th year of service). The department will award the cash incentive to any person who is hired for the position of Correctional Officer - Lateral within the timeframes this program is active and so approved by the San Joaquin County Board of Supervisors. Additionally, a moving stipend reimbursement up to $2,000.00 for any cost directly associated with relocating their primary residence as a result of gaining employment with this office is available. The following incentives may also be available for eligible new hires, subject to approval by Human Resources: Vacation Accrual Rate: San Joaquin County vacation accrual rate consistent with the candidate's total years of public service. Sick Leave: Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions. Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. DEFINITION Under general supervision, performs general prisoner custody for inmates of County detention facilities; and does related or other work as required in accordance with Rule 3, Section 3 of the Civil Service Rules. CLASS CHARACTERISTICS Employees of this class are considered public officers as described in California Penal Code 831 and responsible for following clearly established procedures in receiving prisoners, maintaining discipline and preventing escapes. Work is initially performed under close supervision, but as experience, knowledge and skill are gained, supervision becomes more general. This class differs from that of sworn officer classes in that an incumbent of this class is not assigned duties within the scope of active law enforcement. The Correctional Officer differs from the Correctional Trainee in that the latter is an entry level trainee class. TYPICAL DUTIES 1. Receives prisoners from law enforcement officers for detention in County jail and honor farm; obtains information from prisoners; receives and records prisoners’ personal property; conducts searches, photographs and fingerprints prisoners and assigns them to cells. 2. Supervises work and personal activities of inmates including eating, bathing, recreation, and other daily activities; supervises prisoner counseling, work rehabilitation and therapy programs; transports low security inmates. 3. Releases prisoners from jail on proper authorization; returns prisoner’s clothing and other personal property. 4. Collects and dispenses prisoner clothing, maintains clothing, linen, and cleaning supplies inventories. 5. Examines packages, letters, and other articles coming into the jail for the prisoners; insures that all items conform to established policy; removes contraband. 6. Provides first responder care and treatment during medical incidents; arranges for advanced medical treatment. 7. Maintains records and reports of prisoner activities and conduct; utilizes data terminals for reporting, keeping records and obtaining information. 8. May lead other workers as assigned. and provide security for personnel providing services 9. May be assigned duties related to Training Officer, Classification Officer, Transportation Coordinator, K9, and Correctional Emergency Response Team. MINIMUM QUALIFICATIONS Education : Graduation from high school or satisfactory completion of a G.E.D. test (scores must meet level established by Peace Officers Standards and Training Commission). Licenses and Certificates : Possession of a valid California Driver's License. SPECIAL REQUIREMENTS : : (1) Be at least 18 years of age upon appointment; (2) Meet minimum standards required for Peace Officers as set forth in Section 1029 and 1031 of the Government Code and Section 831 (c) of the California Penal Code; (3) Pass background investigation conducted by Sheriff’s Office; (4) Meet physical standards established for safety members; (5) Must successfully complete a basic training course approved by the California’s Board of State and Community Corrections within the first 12 months of employment. KNOWLEDGE Basic human behavior; deviant behavior; basic mathematics; general computer skills; language use and mechanics; first aid. ABILITY Supervise inmates engaged in a variety of activities; store, issue and account for recreation equipment, clothing, cleaning supplies and other items; understand and interpret rules and regulations; keep records and prepare reports; remain alert at all times and react quickly and calmly in emergency situations; follow oral and written instructions; effectively communicate; maintain confidence and emotional control; multi-task: establish and maintain effective working relationships with others; learn to utilize data terminals as required. PHYSICAL/MENTAL REQUIREMENTS Mobility-Constant standing, walking, running, stooping, bending, climbing stairs; occasional driving and lifting of individuals, which require strength, coordination, endurance and agility; operation of a computer; Visual-Constant overall vision; constant color perception, constant eye-hand coordination; constant depth perception; frequent reading/close-up work; constant field of vision/peripheral; Dexterity-Frequent repetitive motion and reaching; Hearing/Talking-Constant requirement to hear normal speech; constant hearing on telephone and radio; ability to hear faint sounds; constant talking on telephone/radio; Emotional/Psychological-Constant contact with hostile individuals; frequent exposure to emergency situations; occasional exposure to trauma, grief and death; frequent public contact; frequent decision-making; frequent concentration; Special Requirements- assignments require working weekends, nights, and/or overtime; Environmental-Occasional exposure to varied weather conditions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to Equal Employment Opportunity Division (sjgov.org) . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holiday : Depending on date of hire into the unit, employees earn either 10 or 14 holidays per year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave if the distance traveled is in excess of 300 miles each way. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Correctional Officer Supplement : Employees in the classification of Correctional Officer assigned duties of Training Officer, Transportation Coordinator, Classification Officer, Clinic Officer and Correctional Sergeants specially assigned to Training, Discipline, and Classification duties shall receive a supplement of 5%. Supervisor Supplement : Correctional Sergeants shall receive a supplement of 1% of base pay for performing supervisory duties. Correctional Sergeants who have completed ten (10) or more years of service as a Correctional Officer or Correctional Sergeant shall receive an additional supplement of 1% for a total supplement of 2% base pay. Bilingual Pay : Each employee who is designated by the appointing authority and approved by the County Administrator and who has passed a bilingual proficiency examination administered by the Human Resources Division shall receive a bi-weekly supplement of $50. Uniform Allowance : Employees in the classifications of Correctional Officer and Correctional Sergeant shall receive a lump sum uniform allowance of $1,100 on or about the pay day nearest December 1. Effective December 1, 2009, the uniform allowance shall be increased to $1,200. Pre-Employment Physical Exam : If required, will be conducted at Dameron Hospital at no cost to the employee . Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank or ranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When filling nine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For current employment opportunities please call our 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
Introduction This recruitment is being held to fill several full-time and part-time vacancies in the Probation Department and to establish an eligible list to fill future vacancies. The Juvenile Detention Facility is a 24-hour operation. These positions require working rotating shifts which will include weekends and holidays, as well as working overtime. The shifts are: 6:00 am - 6:00 pm; 9:00 am - 9:00 pm; and 6:00 pm - 6:00 am. Candidates who meet the minimum qualifications must participate in a mandatory orientation and successfully pass a background investigation, pre-employment physical and drug screen prior to employment. At the mandatory orientation, candidates will be given the Personal History Statement (PHS). To review the PHS, click on the link to the Peace Officer Standards and Training (POST) forms page - San Joaquin County uses form 2-251: PHS - Peace Officer Supporting a Safer, Stronger Community The San Joaquin County Probation Department is committed to increasing public safety, supporting victims, and reducing recidivism through client accountability and support; thereby making our community safer and stronger. We are dedicated to inspiring positive change by delivering proven evidence-based practices, which assist clients in identifying a path to productive life choices. San Joaquin County Probation has a shared set of values. We value excellence, importance of the individual, team concept, ethical conduct, professionalism, importance of community and a safe and healthy environment. This position is represented by the SEIU bargaining unit and will receive salary increases based on the following schedule for a total of 12% through July 2025: Effective July 2024 - 4% Cost of Living Adjustment increase Effective July 2025 - 3% Cost of Living Adjustment increase The following incentives and bonuses may be available for eligible new hires . Incentives and bonuses are subject to approval by Human Resources: Vacation Accrual Rate : San Joaquin County vacation accrual rate consistent with the candidate's total years of public service. Sick Leave : Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions. New Hire Retention Bonus : $2,000 upon completion of first year equivalent employment (2,080 hours) $1,000 upon completion of third year equivalent employment (6,240 hours) $3,000 upon completion of sixth year equivalent employment (12,480 hours) Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. The following incentives and bonuses may be available for eligible new hires . Incentives and bonuses are subject to approval by Human Resources: TYPICAL DUTIES Maintains security and discipline over assigned unit or program; enforces rules and regulations of the facility and program. Supervises and guides youthful offender behavior; advises youthful offenders in proper standards of personal conduct. May counsel or assist in counseling youthful offenders individually or in groups. Maintains contact with youthful offenders, family, friends, school officials, employers and probation officers. Observes and assesses behavior and needs of groups and individuals; utilizes information in attempting to meet the needs of a program structure. Documents and relates information to appropriate personnel. Conducts programs related to recreation, work activities and behavior modification modules, such as anger management, victim awareness and the like. Prepares and maintains youthful offender conduct records and reports for use in placement or court proceedings, including incident reports. May be required to perform basic housekeeping tasks. May lead other workers as assigned. Conducts room checks and searches; searches youthful offenders for contraband; administers sanctions and behavior modification consequences as required. Physically restrains or subdues violent or attacking youthful offenders when appropriate for the safety and protection of themselves and others. Uses computer for detention management and communication. Transports youthful offenders, when necessary. MINIMUM QUALIFICATIONS Note: Supplemental application must be submitted with employment application. EITHER PATTERN I Experience : Six months experience as a Juvenile Detention Officer Assistant with San Joaquin County. OR PATTERN II Education : Completion of sixty semester (or equivalent quarter) units at an accredited college or university, including at least eighteen semester (or equivalent quarter) units in the social or behavioral sciences. AND Experience : Six months of full-time experience in law enforcement, correctional work in a probation or parole agency, detention or residential treatment facility, correctional institution, or supervision of residents in a youth or adult housing program. AND FOR BOTH PATTERNS License : Possession of a valid California driver’s license. Special Requirements : If not already obtained prior to appointment, Juvenile Detention Officers must successfully complete the required Juvenile Corrections Officer Core Course training during the first year of appointment as established by the California Board of State and Community Corrections. Employees in this classification are peace officers as defined by Section 830.5 of the Penal Code and must satisfy the State of California criteria for peace officer status. Employees must also conform to all training as well as other requirements including those necessary to hold and maintain peace officer status pursuant to the California Government Code. KNOWLEDGE Knowledge of : California youthful offender justice system; general principles of human behavior, normal and abnormal; basic group and individual counseling techniques; basic psychological theories, terminology and treatment methods; community interaction and collaborative problem solving; general principles of report writing and composition, basic computer literacy, personal computer systems and computer software; self-defense and emergency/crisis management techniques. ABILITY Ability to : establish rapport with youthful offenders; recognize emotional and behavioral problems; assess physical and emotional needs of individual youthful offenders; demonstrate clear written and oral skills; follow written and oral instructions/procedures; work with other staff to effect job duties; enforce rules, policies and procedures with firmness; organize and direct the activities of youthful offenders; operate communications and safety equipment; relate to a wide variety of socio-economic, cultural and ethnic backgrounds; physically restrain or subdue youthful offenders for the safety of themselves and others; drive safely; utilize a variety of office equipment. PHYSICAL/MENTAL REQUIREMENTS Mobility ---constant standing, walking, running, stooping, bending, climbing stairs, driving and lifting of individuals, which require strength, coordination, endurance and agility; operation of a computer; Visual ---constant overall vision; constant color perception, constant eye-hand coordination; constant depth perception; frequent reading/close-up work; constant field of vision/peripheral; Dexterity ---frequent repetitive motion and reaching; Hearing/Talking ---constant requirement to hear normal speech; constant hearing on telephone and radio; ability to hear faint sounds; constant talking on telephone/radio; Emotional/Psychological ---constant contact with hostile individuals; frequent exposure to emergency situations; frequent exposure to trauma, grief and death; frequent public contact; frequent decision-making; frequent concentration; Special Requirements --- assignments may require working weekends, nights, and/or occasional overtime; Environmental --- occasional exposure to varied weather conditions. San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021 . Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Employee Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employee may purchase additional term life insurance at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000.The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holidays : Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays, accruals, use, and cashability of accrued time. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one- half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Job Sharing : Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank or ranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When filling nine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For current employment opportunities please call our 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
Mar 08, 2024
Full Time
Introduction This recruitment is being held to fill several full-time and part-time vacancies in the Probation Department and to establish an eligible list to fill future vacancies. The Juvenile Detention Facility is a 24-hour operation. These positions require working rotating shifts which will include weekends and holidays, as well as working overtime. The shifts are: 6:00 am - 6:00 pm; 9:00 am - 9:00 pm; and 6:00 pm - 6:00 am. Candidates who meet the minimum qualifications must participate in a mandatory orientation and successfully pass a background investigation, pre-employment physical and drug screen prior to employment. At the mandatory orientation, candidates will be given the Personal History Statement (PHS). To review the PHS, click on the link to the Peace Officer Standards and Training (POST) forms page - San Joaquin County uses form 2-251: PHS - Peace Officer Supporting a Safer, Stronger Community The San Joaquin County Probation Department is committed to increasing public safety, supporting victims, and reducing recidivism through client accountability and support; thereby making our community safer and stronger. We are dedicated to inspiring positive change by delivering proven evidence-based practices, which assist clients in identifying a path to productive life choices. San Joaquin County Probation has a shared set of values. We value excellence, importance of the individual, team concept, ethical conduct, professionalism, importance of community and a safe and healthy environment. This position is represented by the SEIU bargaining unit and will receive salary increases based on the following schedule for a total of 12% through July 2025: Effective July 2024 - 4% Cost of Living Adjustment increase Effective July 2025 - 3% Cost of Living Adjustment increase The following incentives and bonuses may be available for eligible new hires . Incentives and bonuses are subject to approval by Human Resources: Vacation Accrual Rate : San Joaquin County vacation accrual rate consistent with the candidate's total years of public service. Sick Leave : Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions. New Hire Retention Bonus : $2,000 upon completion of first year equivalent employment (2,080 hours) $1,000 upon completion of third year equivalent employment (6,240 hours) $3,000 upon completion of sixth year equivalent employment (12,480 hours) Resumes will not be accepted in lieu of an application. A completed application must be postmarked or received online by the final filing deadline. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. The following incentives and bonuses may be available for eligible new hires . Incentives and bonuses are subject to approval by Human Resources: TYPICAL DUTIES Maintains security and discipline over assigned unit or program; enforces rules and regulations of the facility and program. Supervises and guides youthful offender behavior; advises youthful offenders in proper standards of personal conduct. May counsel or assist in counseling youthful offenders individually or in groups. Maintains contact with youthful offenders, family, friends, school officials, employers and probation officers. Observes and assesses behavior and needs of groups and individuals; utilizes information in attempting to meet the needs of a program structure. Documents and relates information to appropriate personnel. Conducts programs related to recreation, work activities and behavior modification modules, such as anger management, victim awareness and the like. Prepares and maintains youthful offender conduct records and reports for use in placement or court proceedings, including incident reports. May be required to perform basic housekeeping tasks. May lead other workers as assigned. Conducts room checks and searches; searches youthful offenders for contraband; administers sanctions and behavior modification consequences as required. Physically restrains or subdues violent or attacking youthful offenders when appropriate for the safety and protection of themselves and others. Uses computer for detention management and communication. Transports youthful offenders, when necessary. MINIMUM QUALIFICATIONS Note: Supplemental application must be submitted with employment application. EITHER PATTERN I Experience : Six months experience as a Juvenile Detention Officer Assistant with San Joaquin County. OR PATTERN II Education : Completion of sixty semester (or equivalent quarter) units at an accredited college or university, including at least eighteen semester (or equivalent quarter) units in the social or behavioral sciences. AND Experience : Six months of full-time experience in law enforcement, correctional work in a probation or parole agency, detention or residential treatment facility, correctional institution, or supervision of residents in a youth or adult housing program. AND FOR BOTH PATTERNS License : Possession of a valid California driver’s license. Special Requirements : If not already obtained prior to appointment, Juvenile Detention Officers must successfully complete the required Juvenile Corrections Officer Core Course training during the first year of appointment as established by the California Board of State and Community Corrections. Employees in this classification are peace officers as defined by Section 830.5 of the Penal Code and must satisfy the State of California criteria for peace officer status. Employees must also conform to all training as well as other requirements including those necessary to hold and maintain peace officer status pursuant to the California Government Code. KNOWLEDGE Knowledge of : California youthful offender justice system; general principles of human behavior, normal and abnormal; basic group and individual counseling techniques; basic psychological theories, terminology and treatment methods; community interaction and collaborative problem solving; general principles of report writing and composition, basic computer literacy, personal computer systems and computer software; self-defense and emergency/crisis management techniques. ABILITY Ability to : establish rapport with youthful offenders; recognize emotional and behavioral problems; assess physical and emotional needs of individual youthful offenders; demonstrate clear written and oral skills; follow written and oral instructions/procedures; work with other staff to effect job duties; enforce rules, policies and procedures with firmness; organize and direct the activities of youthful offenders; operate communications and safety equipment; relate to a wide variety of socio-economic, cultural and ethnic backgrounds; physically restrain or subdue youthful offenders for the safety of themselves and others; drive safely; utilize a variety of office equipment. PHYSICAL/MENTAL REQUIREMENTS Mobility ---constant standing, walking, running, stooping, bending, climbing stairs, driving and lifting of individuals, which require strength, coordination, endurance and agility; operation of a computer; Visual ---constant overall vision; constant color perception, constant eye-hand coordination; constant depth perception; frequent reading/close-up work; constant field of vision/peripheral; Dexterity ---frequent repetitive motion and reaching; Hearing/Talking ---constant requirement to hear normal speech; constant hearing on telephone and radio; ability to hear faint sounds; constant talking on telephone/radio; Emotional/Psychological ---constant contact with hostile individuals; frequent exposure to emergency situations; frequent exposure to trauma, grief and death; frequent public contact; frequent decision-making; frequent concentration; Special Requirements --- assignments may require working weekends, nights, and/or occasional overtime; Environmental --- occasional exposure to varied weather conditions. San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Employees hired into this classification are members of a bargaining unit which is represented by SEIU Local 1021 . Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is also available. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Employee Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employee may purchase additional term life insurance at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $2550 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Law of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000.The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holidays : Effective July 1, 2017, all civil service status employees earn 14 paid holidays each year. Please see the appopriate MOU for details regarding holidays, accruals, use, and cashability of accrued time. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one- half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Job Sharing : Employees may agree to job-share a position, subject to approval by a Department Head and the Director of Human Resources. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Parking Supplemental Downtown Stockton: The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank or ranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When filling nine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For current employment opportunities please call our 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
SUMMARY PURPOSE OF POSITION The Chief Technology Officer will act as both the technology and business expert, providing oversight and leadership of the staff and contractors working in the Agency’s Integrated Digital & Technology Services (IDTS) departments who are responsible for Information Technology functions that impact current and future Agency operations. This is a confidential recruitment and will be handled accordingly throughout the various stages of the process. Candidates should be aware that references will not be contacted until mutual interest has been established. Candidates are encouraged to apply by April 15, 2024 . Electronic submittals are strongly preferred via email to apply@ralphandersen.com , and should include a compelling cover letter, comprehensive resume, and five professional references. Ralph Andersen & Associates will work in concert with Metrolink to conduct the initial evaluation of submitted materials to determine the best overall match with the established criteria as outlined in this recruitment profile. Confidential inquiries welcomed to Mr. Fred Wilson, Ralph Andersen & Associates, at (916) 630-4900 . To Apply: https://www.ralphandersen.com/jobs/chief-technology-officer-metrolink/ MEDICAL: SCRRA offers a choice of twelve (12) health plan options provided through the California Public Employees' Retirement System (CalPERS). You may choose from up to ten (10) Health Maintenance Organization (HMO) plans and two (2) Preferred Provider Organization (PPO) plans. Some health plans are only available in certain counties and/or zip codes. You contribute 12.5 percent of the plan premium for coverage of you and your eligible dependents. You may waive coverage if you are covered under another group health plan; you must provide proof. Once you waive coverage, you will only be allowed to enroll during Open Enrollment or within 60 days from the date on which your other coverage is no longer available (proof is required). If you elect to waive coverage, you will receive $300.00 per month taxable earnings, paid in two installments of $150 each on the first two paychecks of the month. A retiree or an employee who is a spouse, child, or any other eligible dependent of another SCRRA employee is not eligible for the opt out/cash in lieu credit if he/she is covered under a SCRRA health plan. Eligibility begins the first of the month following hire date or qualifying event. DENTAL: SCRRA offers two dental options provided by Delta Dental. Under the DeltaCare (HMO) program, you must select a contract dentist within their network to perform your dental services. If you require treatment from a specialist, your contract dentist will handle the referral. Many services are covered at no cost to you. A co-payment applies for other services. The Delta Dental PPO plan allows you to visit a dentist of your choice, change dentists at any time, go to a dental specialist of your choice, receive dental care anywhere in the world, and save on out-of-pocket expenses when you visit a PPO network dental office. SCRRA pays the full premium for coverage of you and your eligible dependents under both plans. Eligibility begins the first of the month following hire date or qualifying event. VISION: SCRRA offers two (2) vision plans through Vision Service Plan (VSP), providing coverage for eye examinations, prescription eyewear and contact lenses through network providers. You have the option of seeing out-of-network providers, but full reimbursement is not guaranteed. VSP has contracted with many laser surgery facilities and doctors, offering you a discount on PRK and LASIK surgeries. If you enroll in the VSP Basic Plan, SCRRA pays the full premium for coverage of you and your eligible dependents. If you enroll in the VSP Buy-up Plan, which offers enhanced vision benefits, you pay the difference between the cost of the Basic Plan and the Buy-up Plan. Eligibility begins the first of the month following hire date or qualifying event. FLEXIBLE SPENDING ACCOUNTS: Flexible Spending Accounts (FSA) allow for the deferral of pre-tax dollars to be used for reimbursement of eligible medical and dependent care expenses. You can set aside up to $3,050 for health care expenses and $5,000 per family for dependent care expenses annually. Eligibility begins the first of the month following hire date or a qualifying event. GROUP TERM LIFE INSURANCE: SCRRA provides for an amount equal to one (1) time your annual salary, rounded to the nearest $1,000, to a maximum of $200,000. Your life insurance benefit will reduce to 65% at age 65 and 55% at age 70. IRS regulations require that the portion of Group Term Life (“G.T.L.”) insurance benefits provided to you by SCRRA, which exceeds $50,000, be added to your Federal, State, and Medicare taxable earnings for W-2 reporting. This amount is reflected on your pay statements each pay period in the “Other Benefits and Information” section. In addition, SCRRA offers a voluntary plan, which may be purchased in increments of $10,000 to a maximum of $100,000 without evidence of insurability (initial enrollment period only) and up to 5 times your salary to a maximum of $500,000 with evidence of insurability. Dependent life options are also available. The voluntary plan is portable; you may retain it if you leave SCRRA and pay the premium. Eligibility begins the first of the month following hire date or qualifying event. ACCIDENTAL DEATH & DISMEMBERMENT: SCRRA provides for an amount equal to one (1) time your annual salary, rounded to the nearest $1,000, up to a maximum of $200,000. Your AD&D insurance benefit will reduce to 65% at age 65 and 55% at age 70. In addition, SCRRA offers a voluntary plan, which may be purchased in increments of $10,000, subject to a maximum of the lesser of 5 times your annual salary or $500,000. Dependent AD&D options are also available. Eligibility begins the first of the month following hire date or qualifying event. SHORT TERM DISABILITY: You are covered under the California State Disability Insurance (SDI) Program. Your maximum benefit amount is 52 times your weekly benefit amount or the total wages subject to SDI tax paid in your base period, whichever is less. Employees pay a mandatory contribution, through payroll deductions, for coverage under the SDI program. The contribution rate for 2023 is 0.9 percent of earnings. The SDI taxable wage limit is $153,164, with a maximum withholding of $1,378.48 per employee for calendar year 2023. LONG TERM DISABILITY : SCRRA provides for income replacement of 60 percent of monthly earnings subject to a maximum benefit of $7,500 per month up to age 65. To qualify, you must be on disability for 90 days. (Note: there is a pre-existing condition clause in this program.) Eligibility begins the first of the month following hire date or qualifying event. VOLUNTARY BENEFITS: SCRRA offers the following employee-paid voluntary benefits, provided by Aflac: Group Accident Insurance helps pay for out-of-pocket costs that arise from covered accidents, such as fractures, dislocations, and lacerations. Group Critical Illness Insurance helps pay for the expected and unexpected expenses that arise from diagnosis of a covered critical illness, such as cancer (internal or invasive), heart attack, stroke, end-stage renal failure or a major organ transplant. Group Hospital Indemnity Insurance helps pay for the out-of-pocket costs associated with a hospital stay, including benefits for hospital confinement, hospital admission, hospital intensive care and intermediate intensive care step-down unit. Group Short-Term Disability Insurance pays a monthly benefit directly to an employee who is off work due to an injury or illness for up to three (3) months after a seven (7) day waiting period. Eligibility begins the first of the month following hire date or qualifying event. 9/80 ALTERNATIVE WORK SCHEDULE: SCRRA offers a 9/80 Alternative Work Schedule (AWS). During a 10-day work period, you work eight 9-hour days, one 8-hour day and have one day off. Your day off can be Monday, Wednesday, or Friday. Approval from your supervisor, chief and HR is required to participate in the 9/80 AWS program. TELECOMMUTING SCHEDULE: SCRRA offers employees the option to telecommute up to two (2) days per week. At the CEO’s discretion, the maximum number of days per week may be increased due to a natural disaster, pandemic, civil unrest, federal/state/local stay-at-home order, or other special circumstances. Approval from your supervisor, chief and HR is required to participate in the telecommuting program. Employees on a 9/80 schedule cannot telecommute. HOLIDAYS: SCRRA observes twelve (12) holidays a year: New Year's Day, Martin Luther King Day, President’s Day, Cesar Chavez Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, Day after Thanksgiving, and Christmas Day. PAID TIME OFF (PTO): SCRRA provides employees with Paid Time Off (PTO) for vacations, illnesses, injuries, medical/dental appointments, religious holidays, personal business, and emergencies as follows: 0-4 years of service - 25 days 5-6 years of service - 30 days 7th year of service - 32 days 8th year of service - 33 days 9th year of service - 34 days 10-14 years of service - 35 days 15-19 years of service - 38 days 20 or more years - 42 days At the CEO’s discretion, prior service at a public transportation or public agency, or rail transportation company may be counted towards an employee’s total service years to increase the employee’s PTO accrual rate. To be considered, Human Resources requires that a written request along with verification and confirmation of the years of service be provided prior to the start of employment with SCRRA. Human Resources will provide the final determination on behalf of the CEO. EMPLOYEE ASSISTANCE PROGRAM (EAP): SCRRA offers you and your immediate and dependent family members confidential counseling 24 hours a day, 7 days a week for family, personal, work-related and substance abuse issues through the EAP. You are entitled to a telephone session(s) with a trained EAP professional to assess the nature of the problem and provide a referral for additional assistance, if needed. Services also include three (3) face-to-face counseling sessions per family member per six (6) month period. HEALTH ADVOCACY SERVICES: SCRRA offers you and your eligible dependents free health advocacy services through Health Advocate. You are entitled to unlimited calls with trained professionals who can help you navigate the healthcare and insurance systems. RETIREMENT PLAN: The SCRRA contracts with the California Public Employees' Retirement System (CalPERS). You pay a 8.00 percent employee contribution and SCRRA pays an employer contribution, which varies each year. To be eligible for service retirement, you must be at least age 52 and have a minimum of five (5) years of CalPERS-credited service. Upon retirement you are entitled to a monthly retirement benefit based on your years of credited service, age, and average compensation during your last three (3) years of service (“final compensation”). The retirement formula for New Members is 2%@62, which means at age 62, you receive 2 percent of your final compensation for every year of service. Upon separation from employment with less than 5 years of credited service, you may request a refund of your employee contributions only, including interest, and end your membership with CalPERS, or leave it in your account and retain your service credit should you decide to work for another CalPERS-covered agency. If you are vested upon separation but do not retire, you may leave your contributions in your account until retirement or elect a refund. SOCIAL SECURITY: You do not participate in Social Security except for Medicare. You will contribute 1.45 percent of your pay to cover the hospital insurance portion of Medicare. *Additional Medicare Hospital Insurance Tax: As of January 1, 2013, employees are required to pay an additional 0.9 percent Medicare tax on earnings above $200,000 (for those who file an individual return) or $250,000 (for those who file a joint return). This additional hospital insurance tax is not reflected in the rate above. RETIREE MEDICAL: Unrepresented employees hired before 11/1/18*: You will be eligible for medical coverage when you retire if your separation date and retirement date are within 120 days of each other. SCRRA pays the same amount for retirees as it does for active employees, which is currently 87.5 percent of the applicable premium. Unrepresented employees hired on or after 11/1/18: You will be eligible for medical coverage when you retire if your separation date and retirement date are within 120 days of each other and you have a minimum of 10 years of credited CalPERS service, five of which must be performed at SCRRA. SCRRA pays a percentage of the state annuitant contribution rate** in accordance with the vesting schedule below: 10 Years of CalPERS Service - 50% 11 - 19 Years of CalPERS Service - 50%, plus 5% for each additional year of service 20+ Years of CalPERS Service - 100% *Once each year the employer may allow unrepresented employees hired before 11/1/18 the opportunity to individually elect to be subject to the vesting schedule. **The state annuitant contribution rates for 2023 are: $883 (Retiree Only); $1,699 (Retiree + 1 Dependent); $2,124 (Retiree + Family). DEFERRED COMPENSATION PLAN (457) : You are eligible to set aside a portion of your current income without paying taxes on that money until it is received later during retirement when taxes may be lower. In 2023, you can defer up to 100 percent of your gross compensation or $22,500 annually, whichever is less (“normal contribution limit”). You may make an additional $7,500 contribution to the plan if you are age 50 and older. If you are at least within three years of the age in which you are eligible to receive unreduced benefits under our CalPERS retirement plan, you may contribute up to double the normal contribution limit, or $45,000. TRANSPORTATION PASSES: You may use your employee badge for unlimited free access to all Metrolink lines and trains. Your badge cannot be used on connecting public transportation. However, if you commute to/from work on Metrolink on a regular basis and need to connect to other public transportation (e.g., Metro Red or Purple Line) you can be issued a Metrolink pass with the appropriate station pair, which will also give you access to connecting transportation. You are also eligible to receive a free transit pass to ride any greater Los Angeles area transit system other than Metrolink (such as, Metro, Foothill Transit, LADOT, and LOSSAN) for commuting purposes. The commuter transit pass has a value up to the monthly maximum tax-free transit pass amount established by the Internal Revenue Service ($300 in 2023). You are responsible for any transit fares above the IRS monthly cap. To receive this benefit, the SCRRA requires each employee to use public transportation to commute to and from work three (3) or more days per week. OTHER BENEFITS: Educational Assistance - SCRRA will reimburse an employee up to $1,000 per fiscal year for tuition, books and mandatory student fees for courses that are relevant to employment. No reimbursement is allowed for parking. Professional Memberships - SCRRA pays up to $300 per year for professional memberships. Credit Union Membership - SCRRA offers credit union services for employees and their family members, provided by Northrup Grumman Federal Credit Union. Jury Duty - SCRRA will continue an employee's salary during any non-voluntary jury service up to a maximum of ten (10) working days. Pregnancy Disability and Family and Medical Leaves - A leave of absence may be paid or unpaid and shall be granted in accordance with applicable federal and state laws, and SCRRA policy. Refer to the Human Resource Policies and Procedures Manual for more detailed information. Bereavement Leave - In the event of death in an employee’s immediate family, the agency grants up to three (3) working days, with pay, to handle family affairs and to attend the funeral. When an employee needs to travel outside the radius of the five (5) member agencies due to the death of an immediate family member, the Authority grants up to five (5) working days, with pay. Military Leave - Employees will be paid for the annually required active period. At the discretion of the Chief Executive Officer, and with Board notification, paid military leave may be granted beyond what is provided by the applicable state law. Closing Date/Time: Continuous
Mar 07, 2024
Full Time
SUMMARY PURPOSE OF POSITION The Chief Technology Officer will act as both the technology and business expert, providing oversight and leadership of the staff and contractors working in the Agency’s Integrated Digital & Technology Services (IDTS) departments who are responsible for Information Technology functions that impact current and future Agency operations. This is a confidential recruitment and will be handled accordingly throughout the various stages of the process. Candidates should be aware that references will not be contacted until mutual interest has been established. Candidates are encouraged to apply by April 15, 2024 . Electronic submittals are strongly preferred via email to apply@ralphandersen.com , and should include a compelling cover letter, comprehensive resume, and five professional references. Ralph Andersen & Associates will work in concert with Metrolink to conduct the initial evaluation of submitted materials to determine the best overall match with the established criteria as outlined in this recruitment profile. Confidential inquiries welcomed to Mr. Fred Wilson, Ralph Andersen & Associates, at (916) 630-4900 . To Apply: https://www.ralphandersen.com/jobs/chief-technology-officer-metrolink/ MEDICAL: SCRRA offers a choice of twelve (12) health plan options provided through the California Public Employees' Retirement System (CalPERS). You may choose from up to ten (10) Health Maintenance Organization (HMO) plans and two (2) Preferred Provider Organization (PPO) plans. Some health plans are only available in certain counties and/or zip codes. You contribute 12.5 percent of the plan premium for coverage of you and your eligible dependents. You may waive coverage if you are covered under another group health plan; you must provide proof. Once you waive coverage, you will only be allowed to enroll during Open Enrollment or within 60 days from the date on which your other coverage is no longer available (proof is required). If you elect to waive coverage, you will receive $300.00 per month taxable earnings, paid in two installments of $150 each on the first two paychecks of the month. A retiree or an employee who is a spouse, child, or any other eligible dependent of another SCRRA employee is not eligible for the opt out/cash in lieu credit if he/she is covered under a SCRRA health plan. Eligibility begins the first of the month following hire date or qualifying event. DENTAL: SCRRA offers two dental options provided by Delta Dental. Under the DeltaCare (HMO) program, you must select a contract dentist within their network to perform your dental services. If you require treatment from a specialist, your contract dentist will handle the referral. Many services are covered at no cost to you. A co-payment applies for other services. The Delta Dental PPO plan allows you to visit a dentist of your choice, change dentists at any time, go to a dental specialist of your choice, receive dental care anywhere in the world, and save on out-of-pocket expenses when you visit a PPO network dental office. SCRRA pays the full premium for coverage of you and your eligible dependents under both plans. Eligibility begins the first of the month following hire date or qualifying event. VISION: SCRRA offers two (2) vision plans through Vision Service Plan (VSP), providing coverage for eye examinations, prescription eyewear and contact lenses through network providers. You have the option of seeing out-of-network providers, but full reimbursement is not guaranteed. VSP has contracted with many laser surgery facilities and doctors, offering you a discount on PRK and LASIK surgeries. If you enroll in the VSP Basic Plan, SCRRA pays the full premium for coverage of you and your eligible dependents. If you enroll in the VSP Buy-up Plan, which offers enhanced vision benefits, you pay the difference between the cost of the Basic Plan and the Buy-up Plan. Eligibility begins the first of the month following hire date or qualifying event. FLEXIBLE SPENDING ACCOUNTS: Flexible Spending Accounts (FSA) allow for the deferral of pre-tax dollars to be used for reimbursement of eligible medical and dependent care expenses. You can set aside up to $3,050 for health care expenses and $5,000 per family for dependent care expenses annually. Eligibility begins the first of the month following hire date or a qualifying event. GROUP TERM LIFE INSURANCE: SCRRA provides for an amount equal to one (1) time your annual salary, rounded to the nearest $1,000, to a maximum of $200,000. Your life insurance benefit will reduce to 65% at age 65 and 55% at age 70. IRS regulations require that the portion of Group Term Life (“G.T.L.”) insurance benefits provided to you by SCRRA, which exceeds $50,000, be added to your Federal, State, and Medicare taxable earnings for W-2 reporting. This amount is reflected on your pay statements each pay period in the “Other Benefits and Information” section. In addition, SCRRA offers a voluntary plan, which may be purchased in increments of $10,000 to a maximum of $100,000 without evidence of insurability (initial enrollment period only) and up to 5 times your salary to a maximum of $500,000 with evidence of insurability. Dependent life options are also available. The voluntary plan is portable; you may retain it if you leave SCRRA and pay the premium. Eligibility begins the first of the month following hire date or qualifying event. ACCIDENTAL DEATH & DISMEMBERMENT: SCRRA provides for an amount equal to one (1) time your annual salary, rounded to the nearest $1,000, up to a maximum of $200,000. Your AD&D insurance benefit will reduce to 65% at age 65 and 55% at age 70. In addition, SCRRA offers a voluntary plan, which may be purchased in increments of $10,000, subject to a maximum of the lesser of 5 times your annual salary or $500,000. Dependent AD&D options are also available. Eligibility begins the first of the month following hire date or qualifying event. SHORT TERM DISABILITY: You are covered under the California State Disability Insurance (SDI) Program. Your maximum benefit amount is 52 times your weekly benefit amount or the total wages subject to SDI tax paid in your base period, whichever is less. Employees pay a mandatory contribution, through payroll deductions, for coverage under the SDI program. The contribution rate for 2023 is 0.9 percent of earnings. The SDI taxable wage limit is $153,164, with a maximum withholding of $1,378.48 per employee for calendar year 2023. LONG TERM DISABILITY : SCRRA provides for income replacement of 60 percent of monthly earnings subject to a maximum benefit of $7,500 per month up to age 65. To qualify, you must be on disability for 90 days. (Note: there is a pre-existing condition clause in this program.) Eligibility begins the first of the month following hire date or qualifying event. VOLUNTARY BENEFITS: SCRRA offers the following employee-paid voluntary benefits, provided by Aflac: Group Accident Insurance helps pay for out-of-pocket costs that arise from covered accidents, such as fractures, dislocations, and lacerations. Group Critical Illness Insurance helps pay for the expected and unexpected expenses that arise from diagnosis of a covered critical illness, such as cancer (internal or invasive), heart attack, stroke, end-stage renal failure or a major organ transplant. Group Hospital Indemnity Insurance helps pay for the out-of-pocket costs associated with a hospital stay, including benefits for hospital confinement, hospital admission, hospital intensive care and intermediate intensive care step-down unit. Group Short-Term Disability Insurance pays a monthly benefit directly to an employee who is off work due to an injury or illness for up to three (3) months after a seven (7) day waiting period. Eligibility begins the first of the month following hire date or qualifying event. 9/80 ALTERNATIVE WORK SCHEDULE: SCRRA offers a 9/80 Alternative Work Schedule (AWS). During a 10-day work period, you work eight 9-hour days, one 8-hour day and have one day off. Your day off can be Monday, Wednesday, or Friday. Approval from your supervisor, chief and HR is required to participate in the 9/80 AWS program. TELECOMMUTING SCHEDULE: SCRRA offers employees the option to telecommute up to two (2) days per week. At the CEO’s discretion, the maximum number of days per week may be increased due to a natural disaster, pandemic, civil unrest, federal/state/local stay-at-home order, or other special circumstances. Approval from your supervisor, chief and HR is required to participate in the telecommuting program. Employees on a 9/80 schedule cannot telecommute. HOLIDAYS: SCRRA observes twelve (12) holidays a year: New Year's Day, Martin Luther King Day, President’s Day, Cesar Chavez Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, Day after Thanksgiving, and Christmas Day. PAID TIME OFF (PTO): SCRRA provides employees with Paid Time Off (PTO) for vacations, illnesses, injuries, medical/dental appointments, religious holidays, personal business, and emergencies as follows: 0-4 years of service - 25 days 5-6 years of service - 30 days 7th year of service - 32 days 8th year of service - 33 days 9th year of service - 34 days 10-14 years of service - 35 days 15-19 years of service - 38 days 20 or more years - 42 days At the CEO’s discretion, prior service at a public transportation or public agency, or rail transportation company may be counted towards an employee’s total service years to increase the employee’s PTO accrual rate. To be considered, Human Resources requires that a written request along with verification and confirmation of the years of service be provided prior to the start of employment with SCRRA. Human Resources will provide the final determination on behalf of the CEO. EMPLOYEE ASSISTANCE PROGRAM (EAP): SCRRA offers you and your immediate and dependent family members confidential counseling 24 hours a day, 7 days a week for family, personal, work-related and substance abuse issues through the EAP. You are entitled to a telephone session(s) with a trained EAP professional to assess the nature of the problem and provide a referral for additional assistance, if needed. Services also include three (3) face-to-face counseling sessions per family member per six (6) month period. HEALTH ADVOCACY SERVICES: SCRRA offers you and your eligible dependents free health advocacy services through Health Advocate. You are entitled to unlimited calls with trained professionals who can help you navigate the healthcare and insurance systems. RETIREMENT PLAN: The SCRRA contracts with the California Public Employees' Retirement System (CalPERS). You pay a 8.00 percent employee contribution and SCRRA pays an employer contribution, which varies each year. To be eligible for service retirement, you must be at least age 52 and have a minimum of five (5) years of CalPERS-credited service. Upon retirement you are entitled to a monthly retirement benefit based on your years of credited service, age, and average compensation during your last three (3) years of service (“final compensation”). The retirement formula for New Members is 2%@62, which means at age 62, you receive 2 percent of your final compensation for every year of service. Upon separation from employment with less than 5 years of credited service, you may request a refund of your employee contributions only, including interest, and end your membership with CalPERS, or leave it in your account and retain your service credit should you decide to work for another CalPERS-covered agency. If you are vested upon separation but do not retire, you may leave your contributions in your account until retirement or elect a refund. SOCIAL SECURITY: You do not participate in Social Security except for Medicare. You will contribute 1.45 percent of your pay to cover the hospital insurance portion of Medicare. *Additional Medicare Hospital Insurance Tax: As of January 1, 2013, employees are required to pay an additional 0.9 percent Medicare tax on earnings above $200,000 (for those who file an individual return) or $250,000 (for those who file a joint return). This additional hospital insurance tax is not reflected in the rate above. RETIREE MEDICAL: Unrepresented employees hired before 11/1/18*: You will be eligible for medical coverage when you retire if your separation date and retirement date are within 120 days of each other. SCRRA pays the same amount for retirees as it does for active employees, which is currently 87.5 percent of the applicable premium. Unrepresented employees hired on or after 11/1/18: You will be eligible for medical coverage when you retire if your separation date and retirement date are within 120 days of each other and you have a minimum of 10 years of credited CalPERS service, five of which must be performed at SCRRA. SCRRA pays a percentage of the state annuitant contribution rate** in accordance with the vesting schedule below: 10 Years of CalPERS Service - 50% 11 - 19 Years of CalPERS Service - 50%, plus 5% for each additional year of service 20+ Years of CalPERS Service - 100% *Once each year the employer may allow unrepresented employees hired before 11/1/18 the opportunity to individually elect to be subject to the vesting schedule. **The state annuitant contribution rates for 2023 are: $883 (Retiree Only); $1,699 (Retiree + 1 Dependent); $2,124 (Retiree + Family). DEFERRED COMPENSATION PLAN (457) : You are eligible to set aside a portion of your current income without paying taxes on that money until it is received later during retirement when taxes may be lower. In 2023, you can defer up to 100 percent of your gross compensation or $22,500 annually, whichever is less (“normal contribution limit”). You may make an additional $7,500 contribution to the plan if you are age 50 and older. If you are at least within three years of the age in which you are eligible to receive unreduced benefits under our CalPERS retirement plan, you may contribute up to double the normal contribution limit, or $45,000. TRANSPORTATION PASSES: You may use your employee badge for unlimited free access to all Metrolink lines and trains. Your badge cannot be used on connecting public transportation. However, if you commute to/from work on Metrolink on a regular basis and need to connect to other public transportation (e.g., Metro Red or Purple Line) you can be issued a Metrolink pass with the appropriate station pair, which will also give you access to connecting transportation. You are also eligible to receive a free transit pass to ride any greater Los Angeles area transit system other than Metrolink (such as, Metro, Foothill Transit, LADOT, and LOSSAN) for commuting purposes. The commuter transit pass has a value up to the monthly maximum tax-free transit pass amount established by the Internal Revenue Service ($300 in 2023). You are responsible for any transit fares above the IRS monthly cap. To receive this benefit, the SCRRA requires each employee to use public transportation to commute to and from work three (3) or more days per week. OTHER BENEFITS: Educational Assistance - SCRRA will reimburse an employee up to $1,000 per fiscal year for tuition, books and mandatory student fees for courses that are relevant to employment. No reimbursement is allowed for parking. Professional Memberships - SCRRA pays up to $300 per year for professional memberships. Credit Union Membership - SCRRA offers credit union services for employees and their family members, provided by Northrup Grumman Federal Credit Union. Jury Duty - SCRRA will continue an employee's salary during any non-voluntary jury service up to a maximum of ten (10) working days. Pregnancy Disability and Family and Medical Leaves - A leave of absence may be paid or unpaid and shall be granted in accordance with applicable federal and state laws, and SCRRA policy. Refer to the Human Resource Policies and Procedures Manual for more detailed information. Bereavement Leave - In the event of death in an employee’s immediate family, the agency grants up to three (3) working days, with pay, to handle family affairs and to attend the funeral. When an employee needs to travel outside the radius of the five (5) member agencies due to the death of an immediate family member, the Authority grants up to five (5) working days, with pay. Military Leave - Employees will be paid for the annually required active period. At the discretion of the Chief Executive Officer, and with Board notification, paid military leave may be granted beyond what is provided by the applicable state law. Closing Date/Time: Continuous
SUMMARY PURPOSE OF POSITION The Compliance Officer I will monitor contractor performance to ensure the contractor meets specified standards including Standard Operating Procedures, efficiency testing and training. In addition, this position performs quality assurance measures necessary to provide support and coordinate the flow of passengers at outlying stations in the six county SCRRA service areas. TO APPLY: This is a continuous recruitment with the first review of applications beginning December 6, 2023 . Interested applicants are encouraged to apply immediately. DISTINGUISHING CHARACTERISTICS This is the entry level in the Compliance Officer series. At this level, assignments are generally limited in scope and are performed within a procedural framework established by higher-level employees. SUPERVISION EXERCISED AND RECEIVED Receives supervision from departmental management/supervisory level roles No formal supervisory responsibilities ESSENTIAL DUTIES AND RESPONSIBILITIES The duties listed below are intended to describe the general nature and level of work being performed and are not to be interpreted as an exhaustive list of responsibilities. Oversee the day-to-day operations of contractors and foreign railroads operating and/or maintaining SCRRA equipment at various SCRRA locations. Ensure that contractor performance meets specific standards including all federal and state regulations, Standard Operating Procedures, efficiency testing, and training. Recommends corrective actions as needed. Work closely with other Agency personnel to ascertain the root causes for failures, injuries and incidents and recommend remedial action. Respond to any incidents of alleged rule violations by SCRRA operations or contractor employees. Collects and/or documents evidence of incidents and performs investigative tasks. Prepare reports and documents for agency management. Respond to incidents involving SCRRA trains on SCRRA and foreign railroad territories. Work in conjunction with other first responders from SCRRA, SCRRA contractors, other railroads, state and federal entities, law enforcement, fire, and medical personnel that may arrive the scene of an incident. Act as Railroad Incident Commander and perform other duties as assigned during service disruptions including working as a liaison with first responders such as law enforcement, fire and medical personal that respond to scenes. Collect reports, facts, recorded information, and statistics to create reports on a monthly, quarterly, semiannual, and annual basis for documentation of trends for submission to agency management and state and federal government regulators. Perform other related duties as assigned. MINIMUM REQUIREMENTS TO PERFORM ESSENTIAL JOB FUNCTIONS Education and Experience High school diploma, GED or its equivalent. A minimum of two (2) years of work experience in railroad operations regulatory compliance. A combination of training, education and or experience that provides the required knowledge, skills and abilities may be considered when determining minimum qualifications. Advanced relevant coursework may also substitute for a portion of required experience. Valid Class C California Driver's License with a satisfactory driving record of no more than three (3) moving violations and no DUI's within the last three (3) years. Preferred Qualifications Undergraduate degree preferred. Regulatory experience in 49 CFR 213 and 214 Regularity experience in 49 CFR 234 and 236. Knowledge, Skills, and Abilities Knowledge of : The Authority’s operations and business practices, as well as the railroad regulatory environment Crew and equipment manipulations, and all rolling stock and related air brake equipment On track safety standards utilized by the authority. Federal, state, local laws, and rules and regulations for equipment, on-train safety and control systems including 49 CFR, parts 200-299 Skilled in : Use of Microsoft Office General Code of Operating rules/ Maintenance of Way Operating Rules Ability to : Communicate effectively, both orally and in writing, to individuals and groups at all levels within and outside of the organization Investigate and evaluate disruptions of service Respond to various crises in a composed manner Multitask and manage multiple projects Interpret a variety of data and recognize trends and nonconformities Work irregular hours, nights, and weekends when necessary PHYSICAL REQUIREMENTS Transition between a stationary position at a desk or work location and move about Metrolink facilities or other work site locations Operate tools to perform the duties of the position; such as computers, office equipment and work-related machinery Transport equipment or boxes up to 25lbs Exchange ideas by means of communication Visual acuity to detect, identify and observe employees or train movement and any barriers to movement when working on or near railroad tracks Hear and perceive the nature of sounds when working on or near railroad tracks Balance, ascend/descend, climb, kneel, stoop, bend, crouch or crawl within assigned working conditions and or locations Working Conditions Position requires work in an outdoor environment with exposure to varying weather conditions, frequent exposure to freight, passenger and vehicular traffic. This position also requires performing field working including site surveys, measurements, hy-rail trips in a railroad environment in conformance with rules using personal protective equipment. Southern California Regional Rail Authority is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the Authority will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. SUPPLEMENTAL INFORMATION Selection Process: Following a review of resumes and/or applications, the most highly qualified candidates will be invited to continue in the selection process. Eligible applicants will be notified of the exact time and place of assessments and interview. Candidates will be interviewed to determine their relative knowledge, skills and ability in job related areas. Offers of employment may be contingent upon successful completion of a reference check, including degree verification and criminal records check provided through SCRRA. Internal Candidates: Employees with active discipline as defined in the HR Policy No. 5.3 Positive Discipline Program and/or with performance that does not meet the standard for "meets expectations" as defined in the Performance Planning and Appraisal Process may be precluded from consideration and placement in the position. In compliance with the Americans with Disabilities Act, the SCRRA will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. The SCRRA is an Equal Opportunity Employer. EEO/ADA MEDICAL: SCRRA offers a choice of twelve (12) health plan options provided through the California Public Employees' Retirement System (CalPERS). You may choose from up to ten (10) Health Maintenance Organization (HMO) plans and two (2) Preferred Provider Organization (PPO) plans. Some health plans are only available in certain counties and/or zip codes. You contribute 12.5 percent of the plan premium for coverage of you and your eligible dependents. You may waive coverage if you are covered under another group health plan; you must provide proof. Once you waive coverage, you will only be allowed to enroll during Open Enrollment or within 60 days from the date on which your other coverage is no longer available (proof is required). If you elect to waive coverage, you will receive $300.00 per month taxable earnings, paid in two installments of $150 each on the first two paychecks of the month. A retiree or an employee who is a spouse, child, or any other eligible dependent of another SCRRA employee is not eligible for the opt out/cash in lieu credit if he/she is covered under a SCRRA health plan. Eligibility begins the first of the month following hire date or qualifying event. DENTAL: SCRRA offers two dental options provided by Delta Dental. Under the DeltaCare (HMO) program, you must select a contract dentist within their network to perform your dental services. If you require treatment from a specialist, your contract dentist will handle the referral. Many services are covered at no cost to you. A co-payment applies for other services. The Delta Dental PPO plan allows you to visit a dentist of your choice, change dentists at any time, go to a dental specialist of your choice, receive dental care anywhere in the world, and save on out-of-pocket expenses when you visit a PPO network dental office. SCRRA pays the full premium for coverage of you and your eligible dependents under both plans. Eligibility begins the first of the month following hire date or qualifying event. VISION: SCRRA offers two (2) vision plans through Vision Service Plan (VSP), providing coverage for eye examinations, prescription eyewear and contact lenses through network providers. You have the option of seeing out-of-network providers, but full reimbursement is not guaranteed. VSP has contracted with many laser surgery facilities and doctors, offering you a discount on PRK and LASIK surgeries. If you enroll in the VSP Basic Plan, SCRRA pays the full premium for coverage of you and your eligible dependents. If you enroll in the VSP Buy-up Plan, which offers enhanced vision benefits, you pay the difference between the cost of the Basic Plan and the Buy-up Plan. Eligibility begins the first of the month following hire date or qualifying event. FLEXIBLE SPENDING ACCOUNTS: Flexible Spending Accounts (FSA) allow for the deferral of pre-tax dollars to be used for reimbursement of eligible medical and dependent care expenses. You can set aside up to $3,050 for health care expenses and $5,000 per family for dependent care expenses annually. Eligibility begins the first of the month following hire date or a qualifying event. GROUP TERM LIFE INSURANCE: SCRRA provides for an amount equal to one (1) time your annual salary, rounded to the nearest $1,000, to a maximum of $200,000. Your life insurance benefit will reduce to 65% at age 65 and 55% at age 70. IRS regulations require that the portion of Group Term Life (“G.T.L.”) insurance benefits provided to you by SCRRA, which exceeds $50,000, be added to your Federal, State, and Medicare taxable earnings for W-2 reporting. This amount is reflected on your pay statements each pay period in the “Other Benefits and Information” section. In addition, SCRRA offers a voluntary plan, which may be purchased in increments of $10,000 to a maximum of $100,000 without evidence of insurability (initial enrollment period only) and up to 5 times your salary to a maximum of $500,000 with evidence of insurability. Dependent life options are also available. The voluntary plan is portable; you may retain it if you leave SCRRA and pay the premium. Eligibility begins the first of the month following hire date or qualifying event. ACCIDENTAL DEATH & DISMEMBERMENT: SCRRA provides for an amount equal to one (1) time your annual salary, rounded to the nearest $1,000, up to a maximum of $200,000. Your AD&D insurance benefit will reduce to 65% at age 65 and 55% at age 70. In addition, SCRRA offers a voluntary plan, which may be purchased in increments of $10,000, subject to a maximum of the lesser of 5 times your annual salary or $500,000. Dependent AD&D options are also available. Eligibility begins the first of the month following hire date or qualifying event. SHORT TERM DISABILITY: You are covered under the California State Disability Insurance (SDI) Program. Your maximum benefit amount is 52 times your weekly benefit amount or the total wages subject to SDI tax paid in your base period, whichever is less. Employees pay a mandatory contribution, through payroll deductions, for coverage under the SDI program. The contribution rate for 2023 is 0.9 percent of earnings. The SDI taxable wage limit is $153,164, with a maximum withholding of $1,378.48 per employee for calendar year 2023. LONG TERM DISABILITY : SCRRA provides for income replacement of 60 percent of monthly earnings subject to a maximum benefit of $7,500 per month up to age 65. To qualify, you must be on disability for 90 days. (Note: there is a pre-existing condition clause in this program.) Eligibility begins the first of the month following hire date or qualifying event. VOLUNTARY BENEFITS: SCRRA offers the following employee-paid voluntary benefits, provided by Aflac: Group Accident Insurance helps pay for out-of-pocket costs that arise from covered accidents, such as fractures, dislocations, and lacerations. Group Critical Illness Insurance helps pay for the expected and unexpected expenses that arise from diagnosis of a covered critical illness, such as cancer (internal or invasive), heart attack, stroke, end-stage renal failure or a major organ transplant. Group Hospital Indemnity Insurance helps pay for the out-of-pocket costs associated with a hospital stay, including benefits for hospital confinement, hospital admission, hospital intensive care and intermediate intensive care step-down unit. Group Short-Term Disability Insurance pays a monthly benefit directly to an employee who is off work due to an injury or illness for up to three (3) months after a seven (7) day waiting period. Eligibility begins the first of the month following hire date or qualifying event. 9/80 ALTERNATIVE WORK SCHEDULE: SCRRA offers a 9/80 Alternative Work Schedule (AWS). During a 10-day work period, you work eight 9-hour days, one 8-hour day and have one day off. Your day off can be Monday, Wednesday, or Friday. Approval from your supervisor, chief and HR is required to participate in the 9/80 AWS program. TELECOMMUTING SCHEDULE: SCRRA offers employees the option to telecommute up to two (2) days per week. At the CEO’s discretion, the maximum number of days per week may be increased due to a natural disaster, pandemic, civil unrest, federal/state/local stay-at-home order, or other special circumstances. Approval from your supervisor, chief and HR is required to participate in the telecommuting program. Employees on a 9/80 schedule cannot telecommute. HOLIDAYS: SCRRA observes twelve (12) holidays a year: New Year's Day, Martin Luther King Day, President’s Day, Cesar Chavez Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, Day after Thanksgiving, and Christmas Day. PAID TIME OFF (PTO): SCRRA provides employees with Paid Time Off (PTO) for vacations, illnesses, injuries, medical/dental appointments, religious holidays, personal business, and emergencies as follows: 0-4 years of service - 25 days 5-6 years of service - 30 days 7th year of service - 32 days 8th year of service - 33 days 9th year of service - 34 days 10-14 years of service - 35 days 15-19 years of service - 38 days 20 or more years - 42 days At the CEO’s discretion, prior service at a public transportation or public agency, or rail transportation company may be counted towards an employee’s total service years to increase the employee’s PTO accrual rate. To be considered, Human Resources requires that a written request along with verification and confirmation of the years of service be provided prior to the start of employment with SCRRA. Human Resources will provide the final determination on behalf of the CEO. EMPLOYEE ASSISTANCE PROGRAM (EAP): SCRRA offers you and your immediate and dependent family members confidential counseling 24 hours a day, 7 days a week for family, personal, work-related and substance abuse issues through the EAP. You are entitled to a telephone session(s) with a trained EAP professional to assess the nature of the problem and provide a referral for additional assistance, if needed. Services also include three (3) face-to-face counseling sessions per family member per six (6) month period. HEALTH ADVOCACY SERVICES: SCRRA offers you and your eligible dependents free health advocacy services through Health Advocate. You are entitled to unlimited calls with trained professionals who can help you navigate the healthcare and insurance systems. RETIREMENT PLAN: The SCRRA contracts with the California Public Employees' Retirement System (CalPERS). You pay a 7.00 percent employee contribution and SCRRA pays an employer contribution, which varies each year. To be eligible for service retirement, you must be at least age 52 and have a minimum of five (5) years of CalPERS-credited service. Upon retirement you are entitled to a monthly retirement benefit based on your years of credited service, age, and average compensation during your last three (3) years of service (“final compensation”). The retirement formula for New Members is 2%@62, which means at age 62, you receive 2 percent of your final compensation for every year of service. Upon separation from employment with less than 5 years of credited service, you may request a refund of your employee contributions only, including interest, and end your membership with CalPERS, or leave it in your account and retain your service credit should you decide to work for another CalPERS-covered agency. If you are vested upon separation but do not retire, you may leave your contributions in your account until retirement or elect a refund. SOCIAL SECURITY: You do not participate in Social Security except for Medicare. You will contribute 1.45 percent of your pay to cover the hospital insurance portion of Medicare. *Additional Medicare Hospital Insurance Tax: As of January 1, 2013, employees are required to pay an additional 0.9 percent Medicare tax on earnings above $200,000 (for those who file an individual return) or $250,000 (for those who file a joint return). This additional hospital insurance tax is not reflected in the rate above. RETIREE MEDICAL: Unrepresented employees hired before 11/1/18*: You will be eligible for medical coverage when you retire if your separation date and retirement date are within 120 days of each other. SCRRA pays the same amount for retirees as it does for active employees, which is currently 87.5 percent of the applicable premium. Unrepresented employees hired on or after 11/1/18: You will be eligible for medical coverage when you retire if your separation date and retirement date are within 120 days of each other and you have a minimum of 10 years of credited CalPERS service, five of which must be performed at SCRRA. SCRRA pays a percentage of the state annuitant contribution rate** in accordance with the vesting schedule below: 10 Years of CalPERS Service - 50% 11 - 19 Years of CalPERS Service - 50%, plus 5% for each additional year of service 20+ Years of CalPERS Service - 100% *Once each year the employer may allow unrepresented employees hired before 11/1/18 the opportunity to individually elect to be subject to the vesting schedule. **The state annuitant contribution rates for 2023 are: $883 (Retiree Only); $1,699 (Retiree + 1 Dependent); $2,124 (Retiree + Family). DEFERRED COMPENSATION PLAN (457) : You are eligible to set aside a portion of your current income without paying taxes on that money until it is received later during retirement when taxes may be lower. In 2023, you can defer up to 100 percent of your gross compensation or $22,500 annually, whichever is less (“normal contribution limit”). You may make an additional $7,500 contribution to the plan if you are age 50 and older. If you are at least within three years of the age in which you are eligible to receive unreduced benefits under our CalPERS retirement plan, you may contribute up to double the normal contribution limit, or $45,000. TRANSPORTATION PASSES: You may use your employee badge for unlimited free access to all Metrolink lines and trains. Your badge cannot be used on connecting public transportation. However, if you commute to/from work on Metrolink on a regular basis and need to connect to other public transportation (e.g., Metro Red or Purple Line) you can be issued a Metrolink pass with the appropriate station pair, which will also give you access to connecting transportation. You are also eligible to receive a free transit pass to ride any greater Los Angeles area transit system other than Metrolink (such as, Metro, Foothill Transit, LADOT, and LOSSAN) for commuting purposes. The commuter transit pass has a value up to the monthly maximum tax-free transit pass amount established by the Internal Revenue Service ($300 in 2023). You are responsible for any transit fares above the IRS monthly cap. To receive this benefit, the SCRRA requires each employee to use public transportation to commute to and from work three (3) or more days per week. OTHER BENEFITS: Educational Assistance - SCRRA will reimburse an employee up to $1,000 per fiscal year for tuition, books and mandatory student fees for courses that are relevant to employment. No reimbursement is allowed for parking. Professional Memberships - SCRRA pays up to $300 per year for professional memberships. Credit Union Membership - SCRRA offers credit union services for employees and their family members, provided by Northrup Grumman Federal Credit Union. Jury Duty - SCRRA will continue an employee's salary during any non-voluntary jury service up to a maximum of ten (10) working days. Pregnancy Disability and Family and Medical Leaves - A leave of absence may be paid or unpaid and shall be granted in accordance with applicable federal and state laws, and SCRRA policy. Refer to the Human Resource Policies and Procedures Manual for more detailed information. Bereavement Leave - In the event of death in an employee’s immediate family, the agency grants up to three (3) working days, with pay, to handle family affairs and to attend the funeral. When an employee needs to travel outside the radius of the five (5) member agencies due to the death of an immediate family member, the Authority grants up to five (5) working days, with pay. Military Leave - Employees will be paid for the annually required active period. At the discretion of the Chief Executive Officer, and with Board notification, paid military leave may be granted beyond what is provided by the applicable state law. Closing Date/Time: Continuous
Mar 07, 2024
Full Time
SUMMARY PURPOSE OF POSITION The Compliance Officer I will monitor contractor performance to ensure the contractor meets specified standards including Standard Operating Procedures, efficiency testing and training. In addition, this position performs quality assurance measures necessary to provide support and coordinate the flow of passengers at outlying stations in the six county SCRRA service areas. TO APPLY: This is a continuous recruitment with the first review of applications beginning December 6, 2023 . Interested applicants are encouraged to apply immediately. DISTINGUISHING CHARACTERISTICS This is the entry level in the Compliance Officer series. At this level, assignments are generally limited in scope and are performed within a procedural framework established by higher-level employees. SUPERVISION EXERCISED AND RECEIVED Receives supervision from departmental management/supervisory level roles No formal supervisory responsibilities ESSENTIAL DUTIES AND RESPONSIBILITIES The duties listed below are intended to describe the general nature and level of work being performed and are not to be interpreted as an exhaustive list of responsibilities. Oversee the day-to-day operations of contractors and foreign railroads operating and/or maintaining SCRRA equipment at various SCRRA locations. Ensure that contractor performance meets specific standards including all federal and state regulations, Standard Operating Procedures, efficiency testing, and training. Recommends corrective actions as needed. Work closely with other Agency personnel to ascertain the root causes for failures, injuries and incidents and recommend remedial action. Respond to any incidents of alleged rule violations by SCRRA operations or contractor employees. Collects and/or documents evidence of incidents and performs investigative tasks. Prepare reports and documents for agency management. Respond to incidents involving SCRRA trains on SCRRA and foreign railroad territories. Work in conjunction with other first responders from SCRRA, SCRRA contractors, other railroads, state and federal entities, law enforcement, fire, and medical personnel that may arrive the scene of an incident. Act as Railroad Incident Commander and perform other duties as assigned during service disruptions including working as a liaison with first responders such as law enforcement, fire and medical personal that respond to scenes. Collect reports, facts, recorded information, and statistics to create reports on a monthly, quarterly, semiannual, and annual basis for documentation of trends for submission to agency management and state and federal government regulators. Perform other related duties as assigned. MINIMUM REQUIREMENTS TO PERFORM ESSENTIAL JOB FUNCTIONS Education and Experience High school diploma, GED or its equivalent. A minimum of two (2) years of work experience in railroad operations regulatory compliance. A combination of training, education and or experience that provides the required knowledge, skills and abilities may be considered when determining minimum qualifications. Advanced relevant coursework may also substitute for a portion of required experience. Valid Class C California Driver's License with a satisfactory driving record of no more than three (3) moving violations and no DUI's within the last three (3) years. Preferred Qualifications Undergraduate degree preferred. Regulatory experience in 49 CFR 213 and 214 Regularity experience in 49 CFR 234 and 236. Knowledge, Skills, and Abilities Knowledge of : The Authority’s operations and business practices, as well as the railroad regulatory environment Crew and equipment manipulations, and all rolling stock and related air brake equipment On track safety standards utilized by the authority. Federal, state, local laws, and rules and regulations for equipment, on-train safety and control systems including 49 CFR, parts 200-299 Skilled in : Use of Microsoft Office General Code of Operating rules/ Maintenance of Way Operating Rules Ability to : Communicate effectively, both orally and in writing, to individuals and groups at all levels within and outside of the organization Investigate and evaluate disruptions of service Respond to various crises in a composed manner Multitask and manage multiple projects Interpret a variety of data and recognize trends and nonconformities Work irregular hours, nights, and weekends when necessary PHYSICAL REQUIREMENTS Transition between a stationary position at a desk or work location and move about Metrolink facilities or other work site locations Operate tools to perform the duties of the position; such as computers, office equipment and work-related machinery Transport equipment or boxes up to 25lbs Exchange ideas by means of communication Visual acuity to detect, identify and observe employees or train movement and any barriers to movement when working on or near railroad tracks Hear and perceive the nature of sounds when working on or near railroad tracks Balance, ascend/descend, climb, kneel, stoop, bend, crouch or crawl within assigned working conditions and or locations Working Conditions Position requires work in an outdoor environment with exposure to varying weather conditions, frequent exposure to freight, passenger and vehicular traffic. This position also requires performing field working including site surveys, measurements, hy-rail trips in a railroad environment in conformance with rules using personal protective equipment. Southern California Regional Rail Authority is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the Authority will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. SUPPLEMENTAL INFORMATION Selection Process: Following a review of resumes and/or applications, the most highly qualified candidates will be invited to continue in the selection process. Eligible applicants will be notified of the exact time and place of assessments and interview. Candidates will be interviewed to determine their relative knowledge, skills and ability in job related areas. Offers of employment may be contingent upon successful completion of a reference check, including degree verification and criminal records check provided through SCRRA. Internal Candidates: Employees with active discipline as defined in the HR Policy No. 5.3 Positive Discipline Program and/or with performance that does not meet the standard for "meets expectations" as defined in the Performance Planning and Appraisal Process may be precluded from consideration and placement in the position. In compliance with the Americans with Disabilities Act, the SCRRA will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. The SCRRA is an Equal Opportunity Employer. EEO/ADA MEDICAL: SCRRA offers a choice of twelve (12) health plan options provided through the California Public Employees' Retirement System (CalPERS). You may choose from up to ten (10) Health Maintenance Organization (HMO) plans and two (2) Preferred Provider Organization (PPO) plans. Some health plans are only available in certain counties and/or zip codes. You contribute 12.5 percent of the plan premium for coverage of you and your eligible dependents. You may waive coverage if you are covered under another group health plan; you must provide proof. Once you waive coverage, you will only be allowed to enroll during Open Enrollment or within 60 days from the date on which your other coverage is no longer available (proof is required). If you elect to waive coverage, you will receive $300.00 per month taxable earnings, paid in two installments of $150 each on the first two paychecks of the month. A retiree or an employee who is a spouse, child, or any other eligible dependent of another SCRRA employee is not eligible for the opt out/cash in lieu credit if he/she is covered under a SCRRA health plan. Eligibility begins the first of the month following hire date or qualifying event. DENTAL: SCRRA offers two dental options provided by Delta Dental. Under the DeltaCare (HMO) program, you must select a contract dentist within their network to perform your dental services. If you require treatment from a specialist, your contract dentist will handle the referral. Many services are covered at no cost to you. A co-payment applies for other services. The Delta Dental PPO plan allows you to visit a dentist of your choice, change dentists at any time, go to a dental specialist of your choice, receive dental care anywhere in the world, and save on out-of-pocket expenses when you visit a PPO network dental office. SCRRA pays the full premium for coverage of you and your eligible dependents under both plans. Eligibility begins the first of the month following hire date or qualifying event. VISION: SCRRA offers two (2) vision plans through Vision Service Plan (VSP), providing coverage for eye examinations, prescription eyewear and contact lenses through network providers. You have the option of seeing out-of-network providers, but full reimbursement is not guaranteed. VSP has contracted with many laser surgery facilities and doctors, offering you a discount on PRK and LASIK surgeries. If you enroll in the VSP Basic Plan, SCRRA pays the full premium for coverage of you and your eligible dependents. If you enroll in the VSP Buy-up Plan, which offers enhanced vision benefits, you pay the difference between the cost of the Basic Plan and the Buy-up Plan. Eligibility begins the first of the month following hire date or qualifying event. FLEXIBLE SPENDING ACCOUNTS: Flexible Spending Accounts (FSA) allow for the deferral of pre-tax dollars to be used for reimbursement of eligible medical and dependent care expenses. You can set aside up to $3,050 for health care expenses and $5,000 per family for dependent care expenses annually. Eligibility begins the first of the month following hire date or a qualifying event. GROUP TERM LIFE INSURANCE: SCRRA provides for an amount equal to one (1) time your annual salary, rounded to the nearest $1,000, to a maximum of $200,000. Your life insurance benefit will reduce to 65% at age 65 and 55% at age 70. IRS regulations require that the portion of Group Term Life (“G.T.L.”) insurance benefits provided to you by SCRRA, which exceeds $50,000, be added to your Federal, State, and Medicare taxable earnings for W-2 reporting. This amount is reflected on your pay statements each pay period in the “Other Benefits and Information” section. In addition, SCRRA offers a voluntary plan, which may be purchased in increments of $10,000 to a maximum of $100,000 without evidence of insurability (initial enrollment period only) and up to 5 times your salary to a maximum of $500,000 with evidence of insurability. Dependent life options are also available. The voluntary plan is portable; you may retain it if you leave SCRRA and pay the premium. Eligibility begins the first of the month following hire date or qualifying event. ACCIDENTAL DEATH & DISMEMBERMENT: SCRRA provides for an amount equal to one (1) time your annual salary, rounded to the nearest $1,000, up to a maximum of $200,000. Your AD&D insurance benefit will reduce to 65% at age 65 and 55% at age 70. In addition, SCRRA offers a voluntary plan, which may be purchased in increments of $10,000, subject to a maximum of the lesser of 5 times your annual salary or $500,000. Dependent AD&D options are also available. Eligibility begins the first of the month following hire date or qualifying event. SHORT TERM DISABILITY: You are covered under the California State Disability Insurance (SDI) Program. Your maximum benefit amount is 52 times your weekly benefit amount or the total wages subject to SDI tax paid in your base period, whichever is less. Employees pay a mandatory contribution, through payroll deductions, for coverage under the SDI program. The contribution rate for 2023 is 0.9 percent of earnings. The SDI taxable wage limit is $153,164, with a maximum withholding of $1,378.48 per employee for calendar year 2023. LONG TERM DISABILITY : SCRRA provides for income replacement of 60 percent of monthly earnings subject to a maximum benefit of $7,500 per month up to age 65. To qualify, you must be on disability for 90 days. (Note: there is a pre-existing condition clause in this program.) Eligibility begins the first of the month following hire date or qualifying event. VOLUNTARY BENEFITS: SCRRA offers the following employee-paid voluntary benefits, provided by Aflac: Group Accident Insurance helps pay for out-of-pocket costs that arise from covered accidents, such as fractures, dislocations, and lacerations. Group Critical Illness Insurance helps pay for the expected and unexpected expenses that arise from diagnosis of a covered critical illness, such as cancer (internal or invasive), heart attack, stroke, end-stage renal failure or a major organ transplant. Group Hospital Indemnity Insurance helps pay for the out-of-pocket costs associated with a hospital stay, including benefits for hospital confinement, hospital admission, hospital intensive care and intermediate intensive care step-down unit. Group Short-Term Disability Insurance pays a monthly benefit directly to an employee who is off work due to an injury or illness for up to three (3) months after a seven (7) day waiting period. Eligibility begins the first of the month following hire date or qualifying event. 9/80 ALTERNATIVE WORK SCHEDULE: SCRRA offers a 9/80 Alternative Work Schedule (AWS). During a 10-day work period, you work eight 9-hour days, one 8-hour day and have one day off. Your day off can be Monday, Wednesday, or Friday. Approval from your supervisor, chief and HR is required to participate in the 9/80 AWS program. TELECOMMUTING SCHEDULE: SCRRA offers employees the option to telecommute up to two (2) days per week. At the CEO’s discretion, the maximum number of days per week may be increased due to a natural disaster, pandemic, civil unrest, federal/state/local stay-at-home order, or other special circumstances. Approval from your supervisor, chief and HR is required to participate in the telecommuting program. Employees on a 9/80 schedule cannot telecommute. HOLIDAYS: SCRRA observes twelve (12) holidays a year: New Year's Day, Martin Luther King Day, President’s Day, Cesar Chavez Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, Day after Thanksgiving, and Christmas Day. PAID TIME OFF (PTO): SCRRA provides employees with Paid Time Off (PTO) for vacations, illnesses, injuries, medical/dental appointments, religious holidays, personal business, and emergencies as follows: 0-4 years of service - 25 days 5-6 years of service - 30 days 7th year of service - 32 days 8th year of service - 33 days 9th year of service - 34 days 10-14 years of service - 35 days 15-19 years of service - 38 days 20 or more years - 42 days At the CEO’s discretion, prior service at a public transportation or public agency, or rail transportation company may be counted towards an employee’s total service years to increase the employee’s PTO accrual rate. To be considered, Human Resources requires that a written request along with verification and confirmation of the years of service be provided prior to the start of employment with SCRRA. Human Resources will provide the final determination on behalf of the CEO. EMPLOYEE ASSISTANCE PROGRAM (EAP): SCRRA offers you and your immediate and dependent family members confidential counseling 24 hours a day, 7 days a week for family, personal, work-related and substance abuse issues through the EAP. You are entitled to a telephone session(s) with a trained EAP professional to assess the nature of the problem and provide a referral for additional assistance, if needed. Services also include three (3) face-to-face counseling sessions per family member per six (6) month period. HEALTH ADVOCACY SERVICES: SCRRA offers you and your eligible dependents free health advocacy services through Health Advocate. You are entitled to unlimited calls with trained professionals who can help you navigate the healthcare and insurance systems. RETIREMENT PLAN: The SCRRA contracts with the California Public Employees' Retirement System (CalPERS). You pay a 7.00 percent employee contribution and SCRRA pays an employer contribution, which varies each year. To be eligible for service retirement, you must be at least age 52 and have a minimum of five (5) years of CalPERS-credited service. Upon retirement you are entitled to a monthly retirement benefit based on your years of credited service, age, and average compensation during your last three (3) years of service (“final compensation”). The retirement formula for New Members is 2%@62, which means at age 62, you receive 2 percent of your final compensation for every year of service. Upon separation from employment with less than 5 years of credited service, you may request a refund of your employee contributions only, including interest, and end your membership with CalPERS, or leave it in your account and retain your service credit should you decide to work for another CalPERS-covered agency. If you are vested upon separation but do not retire, you may leave your contributions in your account until retirement or elect a refund. SOCIAL SECURITY: You do not participate in Social Security except for Medicare. You will contribute 1.45 percent of your pay to cover the hospital insurance portion of Medicare. *Additional Medicare Hospital Insurance Tax: As of January 1, 2013, employees are required to pay an additional 0.9 percent Medicare tax on earnings above $200,000 (for those who file an individual return) or $250,000 (for those who file a joint return). This additional hospital insurance tax is not reflected in the rate above. RETIREE MEDICAL: Unrepresented employees hired before 11/1/18*: You will be eligible for medical coverage when you retire if your separation date and retirement date are within 120 days of each other. SCRRA pays the same amount for retirees as it does for active employees, which is currently 87.5 percent of the applicable premium. Unrepresented employees hired on or after 11/1/18: You will be eligible for medical coverage when you retire if your separation date and retirement date are within 120 days of each other and you have a minimum of 10 years of credited CalPERS service, five of which must be performed at SCRRA. SCRRA pays a percentage of the state annuitant contribution rate** in accordance with the vesting schedule below: 10 Years of CalPERS Service - 50% 11 - 19 Years of CalPERS Service - 50%, plus 5% for each additional year of service 20+ Years of CalPERS Service - 100% *Once each year the employer may allow unrepresented employees hired before 11/1/18 the opportunity to individually elect to be subject to the vesting schedule. **The state annuitant contribution rates for 2023 are: $883 (Retiree Only); $1,699 (Retiree + 1 Dependent); $2,124 (Retiree + Family). DEFERRED COMPENSATION PLAN (457) : You are eligible to set aside a portion of your current income without paying taxes on that money until it is received later during retirement when taxes may be lower. In 2023, you can defer up to 100 percent of your gross compensation or $22,500 annually, whichever is less (“normal contribution limit”). You may make an additional $7,500 contribution to the plan if you are age 50 and older. If you are at least within three years of the age in which you are eligible to receive unreduced benefits under our CalPERS retirement plan, you may contribute up to double the normal contribution limit, or $45,000. TRANSPORTATION PASSES: You may use your employee badge for unlimited free access to all Metrolink lines and trains. Your badge cannot be used on connecting public transportation. However, if you commute to/from work on Metrolink on a regular basis and need to connect to other public transportation (e.g., Metro Red or Purple Line) you can be issued a Metrolink pass with the appropriate station pair, which will also give you access to connecting transportation. You are also eligible to receive a free transit pass to ride any greater Los Angeles area transit system other than Metrolink (such as, Metro, Foothill Transit, LADOT, and LOSSAN) for commuting purposes. The commuter transit pass has a value up to the monthly maximum tax-free transit pass amount established by the Internal Revenue Service ($300 in 2023). You are responsible for any transit fares above the IRS monthly cap. To receive this benefit, the SCRRA requires each employee to use public transportation to commute to and from work three (3) or more days per week. OTHER BENEFITS: Educational Assistance - SCRRA will reimburse an employee up to $1,000 per fiscal year for tuition, books and mandatory student fees for courses that are relevant to employment. No reimbursement is allowed for parking. Professional Memberships - SCRRA pays up to $300 per year for professional memberships. Credit Union Membership - SCRRA offers credit union services for employees and their family members, provided by Northrup Grumman Federal Credit Union. Jury Duty - SCRRA will continue an employee's salary during any non-voluntary jury service up to a maximum of ten (10) working days. Pregnancy Disability and Family and Medical Leaves - A leave of absence may be paid or unpaid and shall be granted in accordance with applicable federal and state laws, and SCRRA policy. Refer to the Human Resource Policies and Procedures Manual for more detailed information. Bereavement Leave - In the event of death in an employee’s immediate family, the agency grants up to three (3) working days, with pay, to handle family affairs and to attend the funeral. When an employee needs to travel outside the radius of the five (5) member agencies due to the death of an immediate family member, the Authority grants up to five (5) working days, with pay. Military Leave - Employees will be paid for the annually required active period. At the discretion of the Chief Executive Officer, and with Board notification, paid military leave may be granted beyond what is provided by the applicable state law. Closing Date/Time: Continuous
Nevada County, CA
Nevada City, California, United States
Definition and Class Characteristics We are looking for highly motivated individuals to join our team as Correctional Officers at the Wayne Brown Correctional Facility. As a Correctional Officer, you are an important part of the Sheriff's Office and have the critical responsibility of providing a safe and secure environment at a wide variety of locations and facilities associated with the operations of the jail and courts. The law enforcement field is exciting and provides opportunities for growth with the potential of promotion. * * UP TO $5,000 HIRING BONUS * * * TESTING AND INTERVIEW DATES FOR CORRECTIONAL OFFICER II PHYSICAL AG ILITY AND INTERVIEWS : TUESDAY, MAY 28, 2024 TUESDAY, JULY 02, 2024 THURSDAY, AUGUST 1, 2024 ADVANCED NOTICE OF TESTING AND INTERVIEW DATES ALLOWS OUR CANDIDATES THE OPPORTUNITY TO ADJUST SCHEDULES FOR PARTICIPATION IN OUR EXAMINATION PROCESS. **IF YOU APPLY NOW, PLEASE PLAN TO BE AVAILABLE ON THE TESTING AND INTERVIEW DATES POSTED ABOVE. IF YOU ARE NOT AVAILABLE ON THOSE DATES PLEASE PLAN TO APPLY IN A FUTURE RECRUITMENT PERIOD.** ------------------------------------------------------------------------------------------------------------ If you are interested in taking your correctional law enforcement career to the next level and are motivated to join our team after learning about us and what we do to make a difference in our community, apply to be a part of our team. We want to meet you! Recruitment incentives-between $1,000.00 and $5,000.00 paid over a 1-year period (either new or lateral hires). The recruitment incentive is paid in two parts, half upon hire and the remainder paid upon completion of a 12-month probation period. Relocation Incentives, Referral Bonuses, Tuition Reimbursement and Student Loan Repayments are also available to qualified candidates! This is a full-time position and the County of Nevada offers an extensive benefit package including, but not limited to, CalPERS retirement, medical, dental and vision insurance, life insurance, and flexible spending accounts (FSA). Nevada County is a qualifying employer for the Public Service Loan Forgiveness (PSLF) program through the Department of Education. CORRECTIONAL OFFICERS PARTICIPATE IN THE CALPERS PUBLIC SAFETY RETIREMENT SYSTEM Tier I 3% @ 50 (Classic-former employees originally hired on or before 12/13/12 and are returning to Nevada County) . Tier II 3% @ 55 (Hired by a CalPERS employer between 7/24/11-12/31/12 and coming to Nevada County with less than 6-months between separation from former CalPERS employer and hire date with Nevada County). Tier III PEPRA 2.7% @ 57 (Hired by any CalPERS employer on or after 1/1/13). HIRING PROCESS Step 1: Apply! Complete your job application. Step 2: Physical Agility Exam and Oral Panel Interviews. Once you successfully complete the application process, you will be invited to the physical agility test (PAT) and oral interviews. A completed POST Personal History Statement must be provided at the time of the oral interview. Step 3: Background Investigation - After successful passing of the PAT and oral interviews, eligible applicants will undergo an in-depth background investigation. Step 4: Sheriff's Interview / Conditional Job Offer: After successfully passing a background investigation, applicants at this state will be invited to a Captain's interview, then a Sheriff's interview. If applicants pass both the Captain's and Sheriff's interviews they will receive a conditional job offer pending the successful completion of a medical and psychological exam, and drug and alcohol test. Once all conditions are met, a start date will be issued. Why Nevada County ? Our leadership values employee development and engagement, promotes open and transparent communication, sets us up to be a hard-working organization, and recognizes our contributions. Our leadership connects with the community, listens to them, and provides relevant programming to keep us safe and healthy. We are an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided with reasonable accommodation to participate in the job application or interview process, to perform crucial job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation. Read the full job description for more information. Examples of Duties Duties performed by our Correctional Officers may include Receives arrestees at the jail; resolves the need for restraints and applies handcuffs, martin chain or leg irons as appropriate Escorts and books arrestees; conducts warrant checks, acquires fingerprints and searches personal property Moves inmates within the facility to various locations and transports inmates to outside facilities such as hospitals, court sessions, other jails, prisons, etc. Supervises pods, inspects cells, counts inmates, and searches cells and inmates for contraband and weapons and maintains security of the facility Responds to and deals with inmates exhibiting violent, irrational behaviors in an effective manner Education and Experience Required Level I/II: Must be at least 18 years of age. Level I: High school diploma or GED. Completion of additional coursework from an accredited college or university in law enforcement or a related field, and previous paid or volunteer experience in a law enforcement support setting is desirable. Level II (in addition to the above): Supplemental education from an accredited college or university, and training in peace officer and correctional officer standards and practices; and one year of experience at a level equivalent to the Correctional Officer I classification in Nevada County. Licenses and Certificates Level III: Possession of a valid driver's license within 30 days of hire. Level I: Compliance with all relevant pre and post-employment training requirements of Penal Code sections 830 through 832 and section 6035, including firearms and arrest and seizure certification, and State Board of Corrections mandated core training, within 12 months of employment. Must qualify and pass firearms range training on a quarterly basis, to carry a semi-automatic handgun. Level II (in addition to the above): Compliance with all relevant pre and post-employment training requirements of Penal Code sections 830 through 832 and section 6035, including firearms and arrest and seizure certification, and State Board of Corrections mandated core training, prior to employment. Benefits Guide The Benefits Guide is a comprehensive document for employees of the County of Nevada. Information contained in this summary of benefits is not a binding document. Refer to specific unit summaries and agreements (MOUs) for additional benefit information for each employee group. Health Insurance The County sponsored plan for 2024 is the PERS Gold PPO, but you can also choose plans from providers such as Anthem, Blue Shield, and PORAC (if you are a member) to suit your needs. 2024 Health Insurance Plans Anthem Select HMO Anthem Traditional HMO Blue Shield CalPERS Access+ HMO Blue Shield Trio HMO Kaiser HMO PERS Gold PPO (County sponsored plan) PERS Platinum PPO PORAC (Available to PORAC members only) Flexible Spending Accounts The County offers employees the option to contribute to a pre-tax medical FSA and dependent Care FSA. Life Insurance Voya is the County's life insurance provider. We offer the following products through Voya: Basic Accidental Death and Dismemberment Basic Term Life Optional Accidental Death and Dismemberment plans Optional Dependent Term Life Optional Term Life Dental & Vision Insurance Nevada County employees can opt to receive dental and vision insurance without opting for health insurance coverage as well. This will give employees more flexibility to match their choice of insurance plans to their specific needs. Delta Dental is the dental provider offered through Nevada County and VSP Vision Care is our vision care provider. Retirement The County is a member of the CalPERS retirement system and provides the opportunity for voluntary contributions to a 457 deferred compensation account through Nationwide by way of pre-tax and Roth payroll deductions. CalPERS Miscellaneous Tiers: Tier 1 (Classic-former employee originally hired on or before 12/13/12 and are returning to Nevada County) 2.7% @ 55 Tier 2 (Hired by a CalPERS employer between 12/14/12-12/31/12 and coming to Nevada County with less than 6 months between separation from former CalPERS employer and hire date with Nevada County) 2%@60 Tier 3 (Hired by first CalPERS employer on or after 1/1/13 or having a break in service of more than six months between another CalPERS employer and Nevada County) 2%@62 CalPERS Safety tiers: Tier 1 (Classic-former employees originally hired on or before 12/13/12 and are returning to Nevada County) 3% @ 50. Tier 2 (Hired by a CalPERS employer between 7/2411-12/31/12 and coming to Nevada County with less than 6-months between separation from former CalPERS employer and hire date with Nevada County) 3% @ 55. Tier 3 (Hired by any CalPERS employer on or after 1/1/13) 2.7% @ 57. We encourage you to visit the CalPERS home page, www.calpers.ca.gov , to search related information about the retirement plans noted here so that you fully understand what your retirement formula means to you. NEVADA COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER Any information on this page or documents and links are subject to change without notice. Nevada County Human Resources Department 950 Maidu Avenue, Nevada City, CA 95959 (530) 265-7010 option 2 Human.resources@nevadacountyca.gov www.nevadacountyca.gov Closing Date/Time: 6/30/2024 11:59 PM Pacific
Mar 08, 2024
Full Time
Definition and Class Characteristics We are looking for highly motivated individuals to join our team as Correctional Officers at the Wayne Brown Correctional Facility. As a Correctional Officer, you are an important part of the Sheriff's Office and have the critical responsibility of providing a safe and secure environment at a wide variety of locations and facilities associated with the operations of the jail and courts. The law enforcement field is exciting and provides opportunities for growth with the potential of promotion. * * UP TO $5,000 HIRING BONUS * * * TESTING AND INTERVIEW DATES FOR CORRECTIONAL OFFICER II PHYSICAL AG ILITY AND INTERVIEWS : TUESDAY, MAY 28, 2024 TUESDAY, JULY 02, 2024 THURSDAY, AUGUST 1, 2024 ADVANCED NOTICE OF TESTING AND INTERVIEW DATES ALLOWS OUR CANDIDATES THE OPPORTUNITY TO ADJUST SCHEDULES FOR PARTICIPATION IN OUR EXAMINATION PROCESS. **IF YOU APPLY NOW, PLEASE PLAN TO BE AVAILABLE ON THE TESTING AND INTERVIEW DATES POSTED ABOVE. IF YOU ARE NOT AVAILABLE ON THOSE DATES PLEASE PLAN TO APPLY IN A FUTURE RECRUITMENT PERIOD.** ------------------------------------------------------------------------------------------------------------ If you are interested in taking your correctional law enforcement career to the next level and are motivated to join our team after learning about us and what we do to make a difference in our community, apply to be a part of our team. We want to meet you! Recruitment incentives-between $1,000.00 and $5,000.00 paid over a 1-year period (either new or lateral hires). The recruitment incentive is paid in two parts, half upon hire and the remainder paid upon completion of a 12-month probation period. Relocation Incentives, Referral Bonuses, Tuition Reimbursement and Student Loan Repayments are also available to qualified candidates! This is a full-time position and the County of Nevada offers an extensive benefit package including, but not limited to, CalPERS retirement, medical, dental and vision insurance, life insurance, and flexible spending accounts (FSA). Nevada County is a qualifying employer for the Public Service Loan Forgiveness (PSLF) program through the Department of Education. CORRECTIONAL OFFICERS PARTICIPATE IN THE CALPERS PUBLIC SAFETY RETIREMENT SYSTEM Tier I 3% @ 50 (Classic-former employees originally hired on or before 12/13/12 and are returning to Nevada County) . Tier II 3% @ 55 (Hired by a CalPERS employer between 7/24/11-12/31/12 and coming to Nevada County with less than 6-months between separation from former CalPERS employer and hire date with Nevada County). Tier III PEPRA 2.7% @ 57 (Hired by any CalPERS employer on or after 1/1/13). HIRING PROCESS Step 1: Apply! Complete your job application. Step 2: Physical Agility Exam and Oral Panel Interviews. Once you successfully complete the application process, you will be invited to the physical agility test (PAT) and oral interviews. A completed POST Personal History Statement must be provided at the time of the oral interview. Step 3: Background Investigation - After successful passing of the PAT and oral interviews, eligible applicants will undergo an in-depth background investigation. Step 4: Sheriff's Interview / Conditional Job Offer: After successfully passing a background investigation, applicants at this state will be invited to a Captain's interview, then a Sheriff's interview. If applicants pass both the Captain's and Sheriff's interviews they will receive a conditional job offer pending the successful completion of a medical and psychological exam, and drug and alcohol test. Once all conditions are met, a start date will be issued. Why Nevada County ? Our leadership values employee development and engagement, promotes open and transparent communication, sets us up to be a hard-working organization, and recognizes our contributions. Our leadership connects with the community, listens to them, and provides relevant programming to keep us safe and healthy. We are an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided with reasonable accommodation to participate in the job application or interview process, to perform crucial job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation. Read the full job description for more information. Examples of Duties Duties performed by our Correctional Officers may include Receives arrestees at the jail; resolves the need for restraints and applies handcuffs, martin chain or leg irons as appropriate Escorts and books arrestees; conducts warrant checks, acquires fingerprints and searches personal property Moves inmates within the facility to various locations and transports inmates to outside facilities such as hospitals, court sessions, other jails, prisons, etc. Supervises pods, inspects cells, counts inmates, and searches cells and inmates for contraband and weapons and maintains security of the facility Responds to and deals with inmates exhibiting violent, irrational behaviors in an effective manner Education and Experience Required Level I/II: Must be at least 18 years of age. Level I: High school diploma or GED. Completion of additional coursework from an accredited college or university in law enforcement or a related field, and previous paid or volunteer experience in a law enforcement support setting is desirable. Level II (in addition to the above): Supplemental education from an accredited college or university, and training in peace officer and correctional officer standards and practices; and one year of experience at a level equivalent to the Correctional Officer I classification in Nevada County. Licenses and Certificates Level III: Possession of a valid driver's license within 30 days of hire. Level I: Compliance with all relevant pre and post-employment training requirements of Penal Code sections 830 through 832 and section 6035, including firearms and arrest and seizure certification, and State Board of Corrections mandated core training, within 12 months of employment. Must qualify and pass firearms range training on a quarterly basis, to carry a semi-automatic handgun. Level II (in addition to the above): Compliance with all relevant pre and post-employment training requirements of Penal Code sections 830 through 832 and section 6035, including firearms and arrest and seizure certification, and State Board of Corrections mandated core training, prior to employment. Benefits Guide The Benefits Guide is a comprehensive document for employees of the County of Nevada. Information contained in this summary of benefits is not a binding document. Refer to specific unit summaries and agreements (MOUs) for additional benefit information for each employee group. Health Insurance The County sponsored plan for 2024 is the PERS Gold PPO, but you can also choose plans from providers such as Anthem, Blue Shield, and PORAC (if you are a member) to suit your needs. 2024 Health Insurance Plans Anthem Select HMO Anthem Traditional HMO Blue Shield CalPERS Access+ HMO Blue Shield Trio HMO Kaiser HMO PERS Gold PPO (County sponsored plan) PERS Platinum PPO PORAC (Available to PORAC members only) Flexible Spending Accounts The County offers employees the option to contribute to a pre-tax medical FSA and dependent Care FSA. Life Insurance Voya is the County's life insurance provider. We offer the following products through Voya: Basic Accidental Death and Dismemberment Basic Term Life Optional Accidental Death and Dismemberment plans Optional Dependent Term Life Optional Term Life Dental & Vision Insurance Nevada County employees can opt to receive dental and vision insurance without opting for health insurance coverage as well. This will give employees more flexibility to match their choice of insurance plans to their specific needs. Delta Dental is the dental provider offered through Nevada County and VSP Vision Care is our vision care provider. Retirement The County is a member of the CalPERS retirement system and provides the opportunity for voluntary contributions to a 457 deferred compensation account through Nationwide by way of pre-tax and Roth payroll deductions. CalPERS Miscellaneous Tiers: Tier 1 (Classic-former employee originally hired on or before 12/13/12 and are returning to Nevada County) 2.7% @ 55 Tier 2 (Hired by a CalPERS employer between 12/14/12-12/31/12 and coming to Nevada County with less than 6 months between separation from former CalPERS employer and hire date with Nevada County) 2%@60 Tier 3 (Hired by first CalPERS employer on or after 1/1/13 or having a break in service of more than six months between another CalPERS employer and Nevada County) 2%@62 CalPERS Safety tiers: Tier 1 (Classic-former employees originally hired on or before 12/13/12 and are returning to Nevada County) 3% @ 50. Tier 2 (Hired by a CalPERS employer between 7/2411-12/31/12 and coming to Nevada County with less than 6-months between separation from former CalPERS employer and hire date with Nevada County) 3% @ 55. Tier 3 (Hired by any CalPERS employer on or after 1/1/13) 2.7% @ 57. We encourage you to visit the CalPERS home page, www.calpers.ca.gov , to search related information about the retirement plans noted here so that you fully understand what your retirement formula means to you. NEVADA COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER Any information on this page or documents and links are subject to change without notice. Nevada County Human Resources Department 950 Maidu Avenue, Nevada City, CA 95959 (530) 265-7010 option 2 Human.resources@nevadacountyca.gov www.nevadacountyca.gov Closing Date/Time: 6/30/2024 11:59 PM Pacific
Introduction This examination is being given to fill vacancies in the Probation Department and to establish an eligible list to fill future vacancies. In order to be hired, an in-depth background investigation, a polygraph, a pre-employment drug screening, a psychological exam and a physical exam must be successfully completed. Supporting a Safer, Stronger Community The San Joaquin County Probation Department is committed to increasing public safety, supporting victims, and reducing recidivism through client accountability and support; thereby making our community safer and stronger. We are dedicated to inspiring positive change by delivering proven evidence-based practices, which assist clients in identifying a path to productive life choices. San Joaquin County Probation has a shared set of values. We value excellence, importance of the individual, team concept, ethical conduct, professionalism, importance of community and a safe and healthy environment. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. The following incentives and bonuses may be available for eligible new hires . Incentives and bonuses are subject to approval by Human Resources: Vacation Accrual Rate : San Joaquin County vacation accrual rate consistent with the candidate's total years of public service. Sick Leave : Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions. New Hire Retention Bonus : $2,000 upon completion of first year equivalent employment (2,080 hours) $1,000 upon completion of third year equivalent employment (6,240 hours) $3,000 upon completion of sixth year equivalent employment (12,480 hours) TYPICAL DUTIES Conducts probation investigations and makes reports to the Court; researches case histories; interprets a variety of complex technical materials including medical, legal, financial and scientific reports and documents; interviews clients, families, victims, schools, and others to formulate goals and treatment plans for clients; compiles data, establishes facts, draws valid conclusions and submits recommendations. Represents the Department during Court proceedings by making persuasive presentations of facts, defending recommendations and testifying as a witness; prepares, files and/or serves legal papers. Supervises a caseload of juvenile or adult probationers to ensure compliance with terms and conditions of probation; explains conditions of probation to clients and families; coordinates and implements treatment modalities and assesses progress during treatment; violates probation of individuals not following the orders of the Court. Establishes victim restitution and monitors payment compliance. Works with health, social service, group home, or other support agencies to coordinate and implement the treatment needs of probationers; makes referrals to treatment programs; assesses the progress, development and ongoing needs of clients; makes periodic reports to the Court on client status; counsels and acts as liaison between probationers, families, and others; makes recommendations for dismissal of cases where satisfactory progress has been achieved; resolves crises; may develop and facilitate a variety of staff and/or client training programs. Processes and investigates stepparent adoptions and other matters as ordered by the Court. Maintains a variety of records and case files; prepares case histories, reports, legal documents, and memoranda, utilizing departmental computer systems; enters and retrieves data from automated law enforcement information systems. Participates in departmental program planning and evaluation; assists in training new staff and may act as a training officer. May transport individuals, exercise powers of arrest and participate in searches of probationers and their property as required; on occasion, may physically restrain or subdue individuals, when appropriate, for the safety and protection of themselves and others; may be required to carry a firearm in the performance of duties and meet related State and departmental requirements. May serve as a community resource; speaks before public groups and serves on boards and/or committees as the Department representative; collaborates with outside public and private agencies. MINIMUM QUALIFICATIONS NOTE: Supplemental application must be submitted with employment application. EITHER PATTERN I Experience : One year as a Probation Officer I in San Joaquin County . OR PATTERN II Education : Graduation from an accredited four-year college or university, preferably with a degree in administration of justice, corrections, psychology, sociology, counseling or a related social or behavioral science. Experience : One year as a probation officer or parole officer at a level comparable to or higher than Probation Officer I in San Joaquin County . AND License : Possession of a valid California driver’s license. Training Requirements : Employees in this class are peace officers as defined by section 830.5 of the Penal Code and must satisfy the State of California criteria for peace officer status. Appointees must meet State-mandated CORE training requirements as defined by Standards and Training in Corrections (STC). As part of this requirement, applicants must provide evidence that they have successfully completed probation officer CORE training or an equivalent training course prior to appointment . Upon appointment, employees whose background did not include probation officer CORE training must complete such training within one year of employment . Special Requirements : (1) must be at least 21 years of age upon appointment; (2) must meet minimum standards required for Peace Officers as set forth in Section 1029 and 1031 of the Government Code; (3) must pass a background investigation; (4) must meet physical standards established for County Safety employees, including a psychological examination; and (5) must qualify for use of a firearm when assigned to a field position. KNOWLEDGE Principles of written and oral communication including a thorough knowledge of language mechanics, syntax, and composition; principles and methods of logic and data organization; mathematics, basic statistics and research methods; principles and theories of sociology and psychology, particularly those related to assessment and adjustment of adult and juvenile personality development, behavior patterns and motivation; group and family dynamics; basic interviewing and investigation techniques; basic social casework practice, educational norms, treatment modalities and crisis intervention; basic concepts of law enforcement as well as probation and court practices; basic knowledge of socio-economic, psychosocial, and cultural influences on individual behavior. ABILITY Make independent recommendations based upon investigative results; manage a probation caseload, including complex and difficult cases; prepare, review and edit comprehensive court reports and case files; interpret, explain and apply applicable laws, codes and regulations; make sound decisions in emergency or crisis situations; work with and obtain the cooperation of juvenile and adult probationers, their families and concerned government and private agencies; read and comprehend complex written material involving difficult concepts and issues; gather and analyze data; communicate effectively, both orally and in writing; pay attention to detail; operate a computer; use a firearm; work a variety of shifts, as assigned; establish and maintain effective working relationships with other probation staff, law enforcement officials, the public, and others. PHYSICAL/MENTAL REQUIREMENTS Mobility -Frequent standing, walking, stooping, bending, climbing stairs, driving; constant use of a computer; occasional use of a firearm; Lifting -Able to lift 50 pounds; Visual -Constant overall vision; constant color perception, constant eye-hand coordination; constant depth perception; frequent reading/close-up work; constant field of vision/peripheral; Dexterity -Frequent repetitive motion and reaching; Hearing/Talking -Constant requirement to hear normal speech; constant hearing on telephone and radio; ability to hear faint sounds; constant talking on telephone/radio; Emotional/Psychological -Potential contact with hostile individuals; exposure to emergency situations; may be exposed to trauma, grief and death; frequent public contact; decision-making and concentration; Special Requirements -Some assignments may require working weekends, nights, and/or occasional overtime; Environmental -Occasional exposure to varied weather conditions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $3050 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Employees hired into the following classifications on or after 12/31/90 are considered Safety Members: Probation Officer I, II, III, and Probation Unit Supervisor. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holiday : Depending on date of hire into the unit, employees earn either 10 or 14 holidays per year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Bilingual Pay : Each employee who is designated by the appointing authority and approved by the County Administrator and who has passed a bilingual proficiency examination administered by the Human Resources Division shall receive a bi-weekly supplement of $50. Pre-Employment Physical Exam : If required, will be conducted at no cost to the employee. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Probation Officer Training : Probation Officers shall be allowed to attend seminars, workshops, out-of-town conferences, and have educational leave on County time consistent with the County’s educational conference and seminar policy. Parking Supplemental Downtown Stockton : The County contributes up to $20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank or ranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When filling nine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For current employment opportunities please call our 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
Mar 08, 2024
Full Time
Introduction This examination is being given to fill vacancies in the Probation Department and to establish an eligible list to fill future vacancies. In order to be hired, an in-depth background investigation, a polygraph, a pre-employment drug screening, a psychological exam and a physical exam must be successfully completed. Supporting a Safer, Stronger Community The San Joaquin County Probation Department is committed to increasing public safety, supporting victims, and reducing recidivism through client accountability and support; thereby making our community safer and stronger. We are dedicated to inspiring positive change by delivering proven evidence-based practices, which assist clients in identifying a path to productive life choices. San Joaquin County Probation has a shared set of values. We value excellence, importance of the individual, team concept, ethical conduct, professionalism, importance of community and a safe and healthy environment. NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file, Human Resources will send you correspondences via US Mail. The following incentives and bonuses may be available for eligible new hires . Incentives and bonuses are subject to approval by Human Resources: Vacation Accrual Rate : San Joaquin County vacation accrual rate consistent with the candidate's total years of public service. Sick Leave : Candidates leaving other employment may receive credit for actual non-reimbursable sick leave hours (up to 160 hours) from their last agency. Hours shall be subject to San Joaquin County's minimum sick leave cash out provisions. New Hire Retention Bonus : $2,000 upon completion of first year equivalent employment (2,080 hours) $1,000 upon completion of third year equivalent employment (6,240 hours) $3,000 upon completion of sixth year equivalent employment (12,480 hours) TYPICAL DUTIES Conducts probation investigations and makes reports to the Court; researches case histories; interprets a variety of complex technical materials including medical, legal, financial and scientific reports and documents; interviews clients, families, victims, schools, and others to formulate goals and treatment plans for clients; compiles data, establishes facts, draws valid conclusions and submits recommendations. Represents the Department during Court proceedings by making persuasive presentations of facts, defending recommendations and testifying as a witness; prepares, files and/or serves legal papers. Supervises a caseload of juvenile or adult probationers to ensure compliance with terms and conditions of probation; explains conditions of probation to clients and families; coordinates and implements treatment modalities and assesses progress during treatment; violates probation of individuals not following the orders of the Court. Establishes victim restitution and monitors payment compliance. Works with health, social service, group home, or other support agencies to coordinate and implement the treatment needs of probationers; makes referrals to treatment programs; assesses the progress, development and ongoing needs of clients; makes periodic reports to the Court on client status; counsels and acts as liaison between probationers, families, and others; makes recommendations for dismissal of cases where satisfactory progress has been achieved; resolves crises; may develop and facilitate a variety of staff and/or client training programs. Processes and investigates stepparent adoptions and other matters as ordered by the Court. Maintains a variety of records and case files; prepares case histories, reports, legal documents, and memoranda, utilizing departmental computer systems; enters and retrieves data from automated law enforcement information systems. Participates in departmental program planning and evaluation; assists in training new staff and may act as a training officer. May transport individuals, exercise powers of arrest and participate in searches of probationers and their property as required; on occasion, may physically restrain or subdue individuals, when appropriate, for the safety and protection of themselves and others; may be required to carry a firearm in the performance of duties and meet related State and departmental requirements. May serve as a community resource; speaks before public groups and serves on boards and/or committees as the Department representative; collaborates with outside public and private agencies. MINIMUM QUALIFICATIONS NOTE: Supplemental application must be submitted with employment application. EITHER PATTERN I Experience : One year as a Probation Officer I in San Joaquin County . OR PATTERN II Education : Graduation from an accredited four-year college or university, preferably with a degree in administration of justice, corrections, psychology, sociology, counseling or a related social or behavioral science. Experience : One year as a probation officer or parole officer at a level comparable to or higher than Probation Officer I in San Joaquin County . AND License : Possession of a valid California driver’s license. Training Requirements : Employees in this class are peace officers as defined by section 830.5 of the Penal Code and must satisfy the State of California criteria for peace officer status. Appointees must meet State-mandated CORE training requirements as defined by Standards and Training in Corrections (STC). As part of this requirement, applicants must provide evidence that they have successfully completed probation officer CORE training or an equivalent training course prior to appointment . Upon appointment, employees whose background did not include probation officer CORE training must complete such training within one year of employment . Special Requirements : (1) must be at least 21 years of age upon appointment; (2) must meet minimum standards required for Peace Officers as set forth in Section 1029 and 1031 of the Government Code; (3) must pass a background investigation; (4) must meet physical standards established for County Safety employees, including a psychological examination; and (5) must qualify for use of a firearm when assigned to a field position. KNOWLEDGE Principles of written and oral communication including a thorough knowledge of language mechanics, syntax, and composition; principles and methods of logic and data organization; mathematics, basic statistics and research methods; principles and theories of sociology and psychology, particularly those related to assessment and adjustment of adult and juvenile personality development, behavior patterns and motivation; group and family dynamics; basic interviewing and investigation techniques; basic social casework practice, educational norms, treatment modalities and crisis intervention; basic concepts of law enforcement as well as probation and court practices; basic knowledge of socio-economic, psychosocial, and cultural influences on individual behavior. ABILITY Make independent recommendations based upon investigative results; manage a probation caseload, including complex and difficult cases; prepare, review and edit comprehensive court reports and case files; interpret, explain and apply applicable laws, codes and regulations; make sound decisions in emergency or crisis situations; work with and obtain the cooperation of juvenile and adult probationers, their families and concerned government and private agencies; read and comprehend complex written material involving difficult concepts and issues; gather and analyze data; communicate effectively, both orally and in writing; pay attention to detail; operate a computer; use a firearm; work a variety of shifts, as assigned; establish and maintain effective working relationships with other probation staff, law enforcement officials, the public, and others. PHYSICAL/MENTAL REQUIREMENTS Mobility -Frequent standing, walking, stooping, bending, climbing stairs, driving; constant use of a computer; occasional use of a firearm; Lifting -Able to lift 50 pounds; Visual -Constant overall vision; constant color perception, constant eye-hand coordination; constant depth perception; frequent reading/close-up work; constant field of vision/peripheral; Dexterity -Frequent repetitive motion and reaching; Hearing/Talking -Constant requirement to hear normal speech; constant hearing on telephone and radio; ability to hear faint sounds; constant talking on telephone/radio; Emotional/Psychological -Potential contact with hostile individuals; exposure to emergency situations; may be exposed to trauma, grief and death; frequent public contact; decision-making and concentration; Special Requirements -Some assignments may require working weekends, nights, and/or occasional overtime; Environmental -Occasional exposure to varied weather conditions. Equal Opportunity Employer San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Accommodations for those covered by the Americans with Disabilities Act (ADA): San Joaquin County complies with the Americans with Disabilities Act and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions. BENEFITS Health Insurance : San Joaquin County provides employees with a choice of three health plans: a Kaiser Plan, a Select Plan, and a Premier Plan. Employees pay a portion of the cost of the premium. Dependent coverage is available for all plans. Dental Insurance : The County provides employees with a choice of two dental plans: Delta Dental and United Health Care-Select Managed Care Direct Compensation Plan. There is no cost for employee only coverage in either plan; dependent coverage is available at the employee’s expense. Vision Insurance : The County provides vision coverage through Vision Service Plan (VSP). There is no cost for employee only coverage; dependent coverage is available at the employee’s expense. For more detailed information on the County’s benefits program, visit our website at www.sjgov.org under Human Resources/Benefits. Life Insurance : The County provides eligible employees with life insurance coverage as follows: 1 but less than 3 years of continuous service: $1,000 3 but less than 5 years of continuous service: $3,000 5 but less than 10 years of continuous service: $5,000 10 years of continuous service or more: $10,000 Employees may purchase additional term life insurance to a maximum of $200,000 at the group rate. 125 Flexible Benefits Plan : This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical, dental or vision plan (Health Flexible Spending Account $3050 annual limit with a $500 carry over); and dependent care costs (Dependent Care Assistance Plan $5000 annual limit). Retirement Plan : Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees’ Retirement Association (SJCERA) at www.sjcera.org for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Employees’ Retirement Act of 1937 or from any governmental agency covered by the California Public Employees’ Retirement System (PERS), you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance. Employees hired into the following classifications on or after 12/31/90 are considered Safety Members: Probation Officer I, II, III, and Probation Unit Supervisor. Deferred Compensation : The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18,000 or 100% of your includible compensation, whichever is less. Individuals age 50 or older may contribute to their plan, up to $24,000. The Roth IRA (after tax) is also now available. Vacation : Maximum earned vacation is 10 days each year up to 3 years; 15 days after 3 years; 20 days after 10 years; and 23 days after 20 years. Holiday : Depending on date of hire into the unit, employees earn either 10 or 14 holidays per year. Sick Leave : 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive : An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year. Bereavement Leave : 3 days of paid leave for the death of an immediate family member, 2 additional days of accrued leave for death of employee’s spouse, domestic partner, parent or child. Merit Salary Increase : New employees will receive the starting salary, which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range, they are eligible for a merit increase to the next step. Bilingual Pay : Each employee who is designated by the appointing authority and approved by the County Administrator and who has passed a bilingual proficiency examination administered by the Human Resources Division shall receive a bi-weekly supplement of $50. Pre-Employment Physical Exam : If required, will be conducted at no cost to the employee. Educational Reimbursement Program : Eligible employees may be reimbursed for career-related course work up to a maximum of $850 per fiscal year. Eligible employees enrolled in an approved four (4) year College or University academic program may be reimbursed up to $800 per semester for a maximum of $1600 per fiscal year. Probation Officer Training : Probation Officers shall be allowed to attend seminars, workshops, out-of-town conferences, and have educational leave on County time consistent with the County’s educational conference and seminar policy. Parking Supplemental Downtown Stockton : The County contributes up to $20 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area. School Activities : Employees may take up to 40 hours per year, but not more than eight (8) hours per month, to participate in their children’s school activities. Selection Procedures Applicants who meet the minimum qualifications will go through the following examination process: Written Exam : The civil service written exam is a multiple choice format. If the written exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Oral Exam : The oral exam is a structured interview process that will assess the candidate’s education, training, and experience and may include a practical exercise. The oral exam selection process is not a hiring interview. A panel of up to four people will determine the candidate’s score and rank for placement on the eligible list. Top candidates from the eligible list are referred for hiring interviews. If the oral exam is administered alone, it will be 100% of the overall score. Candidates must achieve a minimum rating of 70% in order to be placed on the eligible list. Written & Oral Exam: If both a written exam and an oral exam is administered, the written exam is weighted at 60% and the oral exam is weighted at 40% unless otherwise indicated on the announcement. Candidates must achieve a minimum rating of 70% on each examination in order to be placed on the eligible list. Rate-out: A rate-out is an examination that involves a paper rating of the candidate’s application using the following criteria: education, training, and experience. Candidates will not be scheduled for the rate-out process. Note: The rating of 70 referred to may be the same or other than an arithmetic 70% of the total possible points. Testing Accommodation: Candidates who require testing accommodation under the Americans with Disabilities Act (ADA) must call Human Resources Division at (209) 468-3370 prior to the examination date. Veteran’s Points : Eligible veterans, unmarried widows and widowers of veterans of the United States Armed Forces who have been honorably discharged and who have served during wartime shall be given veteran’s points in initial appointment to County service. Eligible veterans receive 5 points and eligible disabled veterans receive 10 points. Disabled veterans must submit a recent award letter stating a 10% service connected disability issued by the United States Veterans Administration. Note: A copy of your DD214 showing the discharge type must be received in the Human Resources by the date of the examination. Acceptable wartime service dates: September 16, 1940 to December 31, 1946 June 27, 1950 to January 31, 1955 August 5, 1964 to May 7, 1975 Persian Gulf War, August 2, 1990, through a date to be set by law or Presidential Proclamation. Eligible Lists: Candidates who pass the examination will be placed on an eligible list for that classification. Eligible lists are effective for nine months, but may be extended by the Human Resources Director for a period which shall not exceed a total of three years from the date established. Certification/Referral: Names from the eligible list will be referred to the hiring department by the following methods. Rule of the Rank: The top rank or ranks of eligibles will be referred for hiring interviews. The minimum number of names to be referred will be equal to the number of positions plus nine, or 10% of the eligible list, whichever is higher. When filling nine or more positions in a department at the same time, the top rank or ranks will be referred and the minimum number of names shall be two times the number of positions to be filled or 10% of the eligible list, whichever is higher. This applies only to open competitive recruitments. Rule of Five: The top five names will be referred for hiring interviews. This applies only to department or countywide promotional examination. Rule of the List: For classifications designated by the Director of Human Resources, the entire eligible list will be referred to the department. Physical Exam: Some classifications require physical examinations. Final appointment cannot be made until the eligible has passed the physical examination. The County pays for physical examinations administered in its medical facilities. Pre-Employment Drug Screening Exam: Some classifications require a new employee successfully pass a pre-employment drug screen as a condition of employment. Final appointment cannot be made until the eligible has passed the drug screen. The County pays for the initial drug screen. Employment of Relatives: Applicants who are relatives of employees in a department within the 3rd degree of relationship, (parent, child, grand parent, grand child or sibling) either by blood or marriage, may not be appointed, promoted, transferred into or within the department when; They are related to the Appointing Authority or The employment would result in one of them supervising the work of the other. Department Head may establish additional limitations on the hiring of relatives by departmental rule. Proof of Eligibility: If you are offered a job you will be required to provide proof of U.S. citizenship or other documents that establish your eligibility to be employed in the U.S. HOW TO APPLY Apply Online: www.sjgov.org/department/hr By mail or in person: San Joaquin County Human Resources 44 N. San Joaquin Street Suite 330 Stockton, CA 95202 Office hours: Monday - Friday 8:00 am to 5:00 pm; excluding holidays. Phone: (209) 468-3370 Job Line: For current employment opportunities please call our 24-hour job line at (209) 468-3377. When a final filing date is indicated, applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail, which are not received by the final filing date, will not be accepted. ( The County assumes no responsibility for mailed applications which are not received by the Human Resources Division) . San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees. Equal Opportunity Employer : San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age, ancestry, color, creed, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. For more information go to www.sjgov.org/department/hr/eeo . Click on a link below to apply for this position: Fill out the Supplemental Questionnaire and Application NOW using the Internet. Apply Online View and print the Supplemental Questionnaire. This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here . View and print the official application form as an Acrobat pdf file. A San Joaquin County application form is required for this recruitment. You may print this Acrobat PDF document and then fill it in. Contact us via conventional means. You may contact us by phone at (209) 468-3370, or by email , or apply for a job in person at the San Joaquin County Human Resources Division. Closing Date/Time: Continuous
YORK COUNTY, SC
York, South Carolina, United States
About us There are many employment opportunities throughout the York County Sheriff’s Office (YCSO) in sworn capacity in the Detention Division. The Detention Center is located at the Moss Justice Center and is an 821-bed direct supervision facility that opened in March of 1995. The Detention Center is charged with holding individuals who have been arrested by various law enforcement agencies in York County and held until they post bond or are ordered released by a court or transferred to a state institution after court sentencing. The Detention Center also houses inmates for the U.S. Marshal Service and Immigration and Customs Enforcement under an agreement that provides compensation to the county. The York County Detention Center is committed to the operation of a facility that will meet state standards and for the preservation of basic human rights of the inmate population by the Constitution of the United States of America. To learn more about this position, please refer to our website: Detention Employment Opportunities | York County Sheriffs, SC (civicplus.com) About our opportunity We invite you to apply to join our team as a full-time, non-exempt Detention Officer I within the York County Sheriff’s Office Detention division. A career advancement program and overtime opportunities are offered. The purpose of this position is to perform various security procedures and activities on assigned shift at the York County Detention Center, ensuring that security is maintained at all times for the protection of staff, inmates and the general public. If a candidate is selected as a sworn Detention Officer and not certified as a Class II law enforcement officer in South Carolina, the candidate will be required to attend the South Carolina Criminal Justice Academy in Columbia, South Carolina for basic training. Successful completion is mandatory and detention officer candidates are paid their normal salary while attending. Once hired, new recruits will be provided uniforms and receive paid preservice training for four weeks and agency FTO, then paid training at the South Carolina Criminal Justice Academy. Successful police academy certification must be achieved within first year of employment. Pay increases/incentives are offered after 1st year of employment, 3rd year of employment, and may include COLA and other bonuses as offered. YORK COUNTY SHERIFF’S OFFICE - CAREER ADVANCEMENT PROGRAM The York County Sheriff’s Office has in place a career advancement program, which is a noncompetitive advancement process where deputies are able to advance to higher ranks upon the completion of specified professional milestones. The program consists of the following ranks and associated pay grades: Detention Officer (grade 204), Detention Officer II (grade 205), Senior Detention Officer (grade 206), and Lance Corporal - Detention (grade 207). This advancement program is subject to change in the discretion of the York County Sheriff. Compensation: Pay Rate/Grade 204: $21.92 - 33.96 per hour. Additional incentives offered for experience and/or education. Benefits: P articipation in PORS: Police Officers Retirement System through PEBA ( pors_handbook.pdf (sc.gov) , comprehensive medical benefits including dental and vision through PEBA ( benefits_options_2023.pdf (sc.gov) ), vacation leave, sick leave, eleven paid holidays plus three optional days/floating holidays. Work Schedule: Candidate will be required to work twelve-hour shifts to include holiday and weekend shifts. Currently, the day shift runs from 5:30 AM to 6 PM and the night shift from 5:30 PM to 6 AM. Overtime Pay: Any hours worked in excess of 80 hours (bi-weekly) are compensated at a rate of time and a half. This position is open until filled with review of applicants weekly. Applicants should monitor email for next steps of the application process. If you wish to find out more about a career at the York County Detention Center, email Sgt. Hewitt at Michael.Hewitt@yorkcountygov.com Duties and Responsibilities: Maintains a high level of security and safety awareness at all times, ensuring the safety and security of inmates, staff and the general public through the proper enforcement of administrative and operational policies and procedures. Performs a variety of security duties associated with post assignment, which may include booking inmates, overseeing initial showering and issuing supplies, escorting inmates / assisting with inmate movement within the facility, controlling and accounting for inmates’ property, patrolling assigned areas, etc. Observes and interacts with inmates to detect security problems; maintains order and discipline among inmates; assists in coordinating daily activities and programs involving inmates and visitors. Supervises inmate meals, visitation, recreation and exercise, educational activities, telephone privileges, counseling, court visits, and medical attention; issues clean clothing and personal hygiene items; administers medications to inmates as prescribed. Maintains accurate inmate head counts and monitors location of inmates at all times. Performs general clerical work as required, including attending meetings, entering and retrieving computer data, copying and filing documents, answering the telephone, maintaining lists and logs, etc. Performs general housekeeping duties. Attends training, meetings, seminars, etc., as necessary to enhance job knowledge and skills. Performs facility and cell inspections; determines security status. Performs related work as assigned. About you Minimum Education and Experience Requirements: High School Graduation or GED equivalent. Special Certifications and Licenses: Must possess and maintain a valid state driver’s license with an acceptable driving history. Must possess basic jail certification through the S.C. Criminal Justice Academy. May require additional professional or technical certifications as deemed necessary by management. Applicants with equivalent experience and/or education may be considered. Physical Demands / Work Environment / Disclaimer Physical Demands: Physical demands refer to the requirements for physical exertion and coordination of limb and body movement. Performs medium work that involves walking, standing, stooping, jumping, dancing, stretching, or lifting all of the time and also involves exerting between 20 and 50 pounds of force on a regular and recurring basis or exceptional skill, adeptness and speed in the use of the fingers, hands or limbs in tasks involving very close tolerances or limits of accuracy. Unavoidable Hazards (Work Environment): Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken. Involves routine and frequent exposure to: Bright/dim light; Dusts and pollen. Extreme heat and/or cold; Wet or humid conditions. Extreme noise levels, Animals/wildlife. Vibration; Fumes and/or noxious odors. Traffic; Moving machinery. Electrical shock; Heights. Radiation; Disease/pathogens. Americans with Disabilities Act Compliance York County is an Equal Opportunity Employer. ADA requires the County to provide reasonable accommodations to qualified persons with disabilities. Prospective and current employees are encouraged to discuss ADA accommodation with management. Standard Clauses May be required to work nights, weekends, holidays, and emergencies (man-made or natural) to meet the business needs of the County. This job description is not designed to cover or contain a comprehensive listing of essential functions and responsibilities that are required of an employee for this job. Other duties, responsibilities, and activities may change or be assigned at any time with or without notice. Essential Safety Functions It is the responsibility of each employee to comply with established policies, procedures and safe work practices. Each employee must follow safety training and instructions provided by their supervisor. Each employee must also properly wear and maintain all personal protective equipment required for their job. Finally, each employee must immediately report any unsafe work practices or unsafe conditions as well as any on-the-job injury or illnesses. Every manager/supervisor is responsible for enforcing all safety rules and regulations. In addition, they are responsible for ensuring that a safe work environment is maintained, safe work practices are followed, and employees are properly trained. Full-time employees are allowed to participate in group medical, dental, vision, life and disability insurance programs offered by York County Government. If employees elect to secure dependent coverage, the employee should pay the additional costs for such coverage. All statements of insurance coverage are subject to the terms, conditions, restrictions and other eligibility requirements that are set forth in various insurance plan documents. Our full-time benefits through PEBA (South Carolina Retirement Systems and State Health Plan) include health insurance, prescription benefits, dental, vision, life insurance, MoneyPlus, Health Savings Accounts, retirement (Membership in the South Carolina Retirement System is mandatory for county employees), and deferred compensation.Making decisions about your insurance and retirement benefits can sometimes be complicated and difficult. The Navigating Your Benefits seriesprovides common-language explanations and can help you find your way in the world of your insurance and retirement benefits: Navigating Your Benefits | S.C. PEBA (sc.gov) Other full-time benefits include longevity allowance, annual leave, sick leave, holiday pay, Sick Leave Bank, wellness benefits, Employee Assistance Program, etc. Please contact Human Resources at Human.Resources@yorkcountygov.com if you would like more information. Longevity Allowance Full-time regular county employees, elected officials, appointed officials, and judges with ten or more years of full time continuous governmental service are eligible to receive a monthly longevity allowance in addition to their regular compensation. Continuous service transferred from employment with another county, municipality, state or a political entity created by the State may contribute toward eligibility for the longevity allowance. Longevity allowances are paid according to the following schedule. Longevity Allowance Years of Continuous Service Monthly Longevity Amount 10-14 Years $20.00 15-19 Years $25.00 20-24 Years $30.00 25-29 Years $35.00 30-34 Years $40.00 35-39 Years $45.00 40+ Years $50.00 Annual Leave Probationary and regular full-time county employees that work at least twenty (20) hours per week accrue annual leave with pay. Employees in their new hire six (6) month probationary period shall not be able to use annual leave until they become regular county employees. Employees who are separating from county service shall be paid for all accrued, unused annual leave up to 360 hours provided they give York County as the employer the proper notice as required. Employees in their six (6) month New Hire probationary period who are terminated or separated from employment shall not be paid for accrued annual leave. The maximum amount of annual leave carried into each calendar year is 360 hours. Earning Rate for Full-Time Employees Full-time employees with less than ten years of continuous service earn at the rate of eight hours of paid annual leave for each month of service during a twelve months period. Full-time employees with at least ten years, but less than twenty years of continuous service will earn at the rate of ten (10) hours of paid annual leave for each month of service during a twelve month period. Full-time employees with twenty or more years of service will earn at the rate of twelve (12) hours of paid annual leave for each month of service during a twelve (12) months period. Sick Leave Full-time county employees may be entitled to earn sick leave with pay. Employees may accrue up to 1,440 hours of sick leave. Upon termination of employment with the County, employees may not be reimbursed for any unused sick leave. When a paid holiday occurs while an employee is on sick leave with pay, the day may not be charged as sick leave. Earning Rate of Sick Leave Full time employees will earn eight hours of sick leave per month of service during a twelve month period. Paid Holiday’s The following days may be observed as paid holidays for York County Employees: January - December:3 Optional Holidays per Calendar Year January: New Year’s Day andMartin Luther King Day May: Memorial Day June: Juneteenth Day July: Independence Day September: Labor Day November: Veteran’s Day,Thanksgiving Day, andFriday after Thanksgiving December: Christmas Eve,Christmas Day Training: Quality training and educational programs are available at various times for county employees in order to support workforce development that is consistent with organizational objectives. Training topics may include driver training, CPR/first aid, communication, supervisor training, workplace violence, substance abuse, and various computer related classes.
Mar 08, 2024
Full Time
About us There are many employment opportunities throughout the York County Sheriff’s Office (YCSO) in sworn capacity in the Detention Division. The Detention Center is located at the Moss Justice Center and is an 821-bed direct supervision facility that opened in March of 1995. The Detention Center is charged with holding individuals who have been arrested by various law enforcement agencies in York County and held until they post bond or are ordered released by a court or transferred to a state institution after court sentencing. The Detention Center also houses inmates for the U.S. Marshal Service and Immigration and Customs Enforcement under an agreement that provides compensation to the county. The York County Detention Center is committed to the operation of a facility that will meet state standards and for the preservation of basic human rights of the inmate population by the Constitution of the United States of America. To learn more about this position, please refer to our website: Detention Employment Opportunities | York County Sheriffs, SC (civicplus.com) About our opportunity We invite you to apply to join our team as a full-time, non-exempt Detention Officer I within the York County Sheriff’s Office Detention division. A career advancement program and overtime opportunities are offered. The purpose of this position is to perform various security procedures and activities on assigned shift at the York County Detention Center, ensuring that security is maintained at all times for the protection of staff, inmates and the general public. If a candidate is selected as a sworn Detention Officer and not certified as a Class II law enforcement officer in South Carolina, the candidate will be required to attend the South Carolina Criminal Justice Academy in Columbia, South Carolina for basic training. Successful completion is mandatory and detention officer candidates are paid their normal salary while attending. Once hired, new recruits will be provided uniforms and receive paid preservice training for four weeks and agency FTO, then paid training at the South Carolina Criminal Justice Academy. Successful police academy certification must be achieved within first year of employment. Pay increases/incentives are offered after 1st year of employment, 3rd year of employment, and may include COLA and other bonuses as offered. YORK COUNTY SHERIFF’S OFFICE - CAREER ADVANCEMENT PROGRAM The York County Sheriff’s Office has in place a career advancement program, which is a noncompetitive advancement process where deputies are able to advance to higher ranks upon the completion of specified professional milestones. The program consists of the following ranks and associated pay grades: Detention Officer (grade 204), Detention Officer II (grade 205), Senior Detention Officer (grade 206), and Lance Corporal - Detention (grade 207). This advancement program is subject to change in the discretion of the York County Sheriff. Compensation: Pay Rate/Grade 204: $21.92 - 33.96 per hour. Additional incentives offered for experience and/or education. Benefits: P articipation in PORS: Police Officers Retirement System through PEBA ( pors_handbook.pdf (sc.gov) , comprehensive medical benefits including dental and vision through PEBA ( benefits_options_2023.pdf (sc.gov) ), vacation leave, sick leave, eleven paid holidays plus three optional days/floating holidays. Work Schedule: Candidate will be required to work twelve-hour shifts to include holiday and weekend shifts. Currently, the day shift runs from 5:30 AM to 6 PM and the night shift from 5:30 PM to 6 AM. Overtime Pay: Any hours worked in excess of 80 hours (bi-weekly) are compensated at a rate of time and a half. This position is open until filled with review of applicants weekly. Applicants should monitor email for next steps of the application process. If you wish to find out more about a career at the York County Detention Center, email Sgt. Hewitt at Michael.Hewitt@yorkcountygov.com Duties and Responsibilities: Maintains a high level of security and safety awareness at all times, ensuring the safety and security of inmates, staff and the general public through the proper enforcement of administrative and operational policies and procedures. Performs a variety of security duties associated with post assignment, which may include booking inmates, overseeing initial showering and issuing supplies, escorting inmates / assisting with inmate movement within the facility, controlling and accounting for inmates’ property, patrolling assigned areas, etc. Observes and interacts with inmates to detect security problems; maintains order and discipline among inmates; assists in coordinating daily activities and programs involving inmates and visitors. Supervises inmate meals, visitation, recreation and exercise, educational activities, telephone privileges, counseling, court visits, and medical attention; issues clean clothing and personal hygiene items; administers medications to inmates as prescribed. Maintains accurate inmate head counts and monitors location of inmates at all times. Performs general clerical work as required, including attending meetings, entering and retrieving computer data, copying and filing documents, answering the telephone, maintaining lists and logs, etc. Performs general housekeeping duties. Attends training, meetings, seminars, etc., as necessary to enhance job knowledge and skills. Performs facility and cell inspections; determines security status. Performs related work as assigned. About you Minimum Education and Experience Requirements: High School Graduation or GED equivalent. Special Certifications and Licenses: Must possess and maintain a valid state driver’s license with an acceptable driving history. Must possess basic jail certification through the S.C. Criminal Justice Academy. May require additional professional or technical certifications as deemed necessary by management. Applicants with equivalent experience and/or education may be considered. Physical Demands / Work Environment / Disclaimer Physical Demands: Physical demands refer to the requirements for physical exertion and coordination of limb and body movement. Performs medium work that involves walking, standing, stooping, jumping, dancing, stretching, or lifting all of the time and also involves exerting between 20 and 50 pounds of force on a regular and recurring basis or exceptional skill, adeptness and speed in the use of the fingers, hands or limbs in tasks involving very close tolerances or limits of accuracy. Unavoidable Hazards (Work Environment): Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken. Involves routine and frequent exposure to: Bright/dim light; Dusts and pollen. Extreme heat and/or cold; Wet or humid conditions. Extreme noise levels, Animals/wildlife. Vibration; Fumes and/or noxious odors. Traffic; Moving machinery. Electrical shock; Heights. Radiation; Disease/pathogens. Americans with Disabilities Act Compliance York County is an Equal Opportunity Employer. ADA requires the County to provide reasonable accommodations to qualified persons with disabilities. Prospective and current employees are encouraged to discuss ADA accommodation with management. Standard Clauses May be required to work nights, weekends, holidays, and emergencies (man-made or natural) to meet the business needs of the County. This job description is not designed to cover or contain a comprehensive listing of essential functions and responsibilities that are required of an employee for this job. Other duties, responsibilities, and activities may change or be assigned at any time with or without notice. Essential Safety Functions It is the responsibility of each employee to comply with established policies, procedures and safe work practices. Each employee must follow safety training and instructions provided by their supervisor. Each employee must also properly wear and maintain all personal protective equipment required for their job. Finally, each employee must immediately report any unsafe work practices or unsafe conditions as well as any on-the-job injury or illnesses. Every manager/supervisor is responsible for enforcing all safety rules and regulations. In addition, they are responsible for ensuring that a safe work environment is maintained, safe work practices are followed, and employees are properly trained. Full-time employees are allowed to participate in group medical, dental, vision, life and disability insurance programs offered by York County Government. If employees elect to secure dependent coverage, the employee should pay the additional costs for such coverage. All statements of insurance coverage are subject to the terms, conditions, restrictions and other eligibility requirements that are set forth in various insurance plan documents. Our full-time benefits through PEBA (South Carolina Retirement Systems and State Health Plan) include health insurance, prescription benefits, dental, vision, life insurance, MoneyPlus, Health Savings Accounts, retirement (Membership in the South Carolina Retirement System is mandatory for county employees), and deferred compensation.Making decisions about your insurance and retirement benefits can sometimes be complicated and difficult. The Navigating Your Benefits seriesprovides common-language explanations and can help you find your way in the world of your insurance and retirement benefits: Navigating Your Benefits | S.C. PEBA (sc.gov) Other full-time benefits include longevity allowance, annual leave, sick leave, holiday pay, Sick Leave Bank, wellness benefits, Employee Assistance Program, etc. Please contact Human Resources at Human.Resources@yorkcountygov.com if you would like more information. Longevity Allowance Full-time regular county employees, elected officials, appointed officials, and judges with ten or more years of full time continuous governmental service are eligible to receive a monthly longevity allowance in addition to their regular compensation. Continuous service transferred from employment with another county, municipality, state or a political entity created by the State may contribute toward eligibility for the longevity allowance. Longevity allowances are paid according to the following schedule. Longevity Allowance Years of Continuous Service Monthly Longevity Amount 10-14 Years $20.00 15-19 Years $25.00 20-24 Years $30.00 25-29 Years $35.00 30-34 Years $40.00 35-39 Years $45.00 40+ Years $50.00 Annual Leave Probationary and regular full-time county employees that work at least twenty (20) hours per week accrue annual leave with pay. Employees in their new hire six (6) month probationary period shall not be able to use annual leave until they become regular county employees. Employees who are separating from county service shall be paid for all accrued, unused annual leave up to 360 hours provided they give York County as the employer the proper notice as required. Employees in their six (6) month New Hire probationary period who are terminated or separated from employment shall not be paid for accrued annual leave. The maximum amount of annual leave carried into each calendar year is 360 hours. Earning Rate for Full-Time Employees Full-time employees with less than ten years of continuous service earn at the rate of eight hours of paid annual leave for each month of service during a twelve months period. Full-time employees with at least ten years, but less than twenty years of continuous service will earn at the rate of ten (10) hours of paid annual leave for each month of service during a twelve month period. Full-time employees with twenty or more years of service will earn at the rate of twelve (12) hours of paid annual leave for each month of service during a twelve (12) months period. Sick Leave Full-time county employees may be entitled to earn sick leave with pay. Employees may accrue up to 1,440 hours of sick leave. Upon termination of employment with the County, employees may not be reimbursed for any unused sick leave. When a paid holiday occurs while an employee is on sick leave with pay, the day may not be charged as sick leave. Earning Rate of Sick Leave Full time employees will earn eight hours of sick leave per month of service during a twelve month period. Paid Holiday’s The following days may be observed as paid holidays for York County Employees: January - December:3 Optional Holidays per Calendar Year January: New Year’s Day andMartin Luther King Day May: Memorial Day June: Juneteenth Day July: Independence Day September: Labor Day November: Veteran’s Day,Thanksgiving Day, andFriday after Thanksgiving December: Christmas Eve,Christmas Day Training: Quality training and educational programs are available at various times for county employees in order to support workforce development that is consistent with organizational objectives. Training topics may include driver training, CPR/first aid, communication, supervisor training, workplace violence, substance abuse, and various computer related classes.
Sacramento County, CA
Sacramento, California, United States
The Position Come join one of Forbes Magazine's Best Employers ! This is a continuous filing exam. Next filing cut-offs are at 5:00 pm on: 3/15/24, 4/30/24, 6/28/24, 8/30/24, 10/31/24, 12/31/24 Under direction, the Sheriff's Security Officer enforces security; safeguards and protects County and/or contracted non-County property, buildings, and equipment. Examples of Knowledge and Abilities Knowledge of Basic law enforcement principles and techniques Operation of communication equipment used in the course of the work, such as radios, telephone, pagers, and related systems Rules, regulations, codes, and laws related to the work Report writing methods and practices Basic first aid Ability to Maintain the security of building and grounds Practice the correct procedures of patrolling and directing traffic Administer basic first aid Effectively interview Establish and maintain cooperative working relationships with other law enforcement agencies Meet and deal with the public Understand and apply various rules and regulations Maintain self-control under stress Demonstrate the correct use and care of firearms Communicate using radio transmitting and receiving equipment Use electronic security screening equipment Prepare legible, correct, and accurate reports Employment Qualifications Minimum Qualifications Graduation from high school or satisfactory completion of an acceptable General Education Development (GED) Test. AND Satisfactory completion of an introductory course of training prescribed by the Commission on Peace Officer Standards and Training (P.O.S.T.) as described in Penal Code Section 832 (arrest and firearms training). AND Satisfactory completion of a course approved by the Commission on Peace Officer Standards and Training (P.O.S.T.) in the carrying and use of a club or baton or possession of a valid and current baton certification issued by the State of California, Department of Consumer Affairs. For more information regarding POST training courses, please visit the California Peace Officer Safety & Training website, at https://post.ca.gov/basic-training-academies . Special Requirements Background/Criminal History: Applicants for Sheriff's Security Officer must pass a criminal history and background check which may include a Computer Voice Stress Analyzer (CVSA) examination and contact of prior employers and personal references. Applicants will be fingerprinted for purposes of search of local, state, and national fingerprint files to disclose any criminal record. In addition, a classifiable set of fingerprints shall be furnished to the Department of Justice and to the Federal Bureau of Investigations. Prior to appointment, applicant must successfully pass a medical examination and psychological screening. Minimum Age Requirement: Be at least 18 years of age at the time of appointment. Uniforms: Incumbents must be willing to wear a designated Sheriff's Department uniform. Driver's License: Positions in this class require possession of, or ability to obtain a valid California Driver License, Class C or higher, before date of appointment. Failure to maintain the appropriate driver license may constitute cause for disciplinary action. Hours of Work: Incumbents in this class must be willing to work irregular hours, holidays, and weekends at various locations. Probationary Period The probationary period for this classification is twelve (12) months. Application and Testing Information APPLICATION Qualified applicants are encouraged to apply immediately. All applicants must complete and submit an online County of Sacramento employment application by 5:00 PM on the posted cut-off date. Click here to apply. County of Sacramento Department of Personnel Services Employment Services Division 700 H Street, Room 4667 Sacramento, CA 95814 Phone (916) 874-5593; 7-1-1 California Relay Service Email EmployOffice@Saccounty.net Inter-Office Mail Code: 09-4667 www.SacCountyJobs.net Employment applications and all documentation requested in this announcement must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. Your application should highlight all relevant education, training, and experience, and clearly indicate how you meet the minimum qualifications for the position as of the cut-off date. Application information must be current, concise and related to the requirements in this job announcement. You may only apply for this recruitment once. Duplicate and incomplete applications will be disqualified. A resume may be included with your application, however it will not substitute for the information requested on the application. SUPPLEMENTAL QUESTIONNAIRE Applicants are required to provide a full and complete response to each supplemental question. The Supplemental Questionnaire is located in the tab marked "Supplemental Questions". Please be descriptive in your response. Note: Responses of "See Resume" or "See Application", or copy and paste of work experience are not qualifying responses and will not be considered. Supplemental Questionnaires must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. The supplemental questions are designed to elicit specific information regarding a candidate's experience, education, and training. Responses should be consistent with the information on your application and are subject to verification. Please provide place of employment, pertinent dates, and concise, descriptive and detailed information for each question. If a job included responsibilities applicable to several questions, separate the different functions of the job to answer all the questions completely. Resumes or referral to the application or other questionnaire responses will not be accepted in lieu of completing each question. If you have no experience, write "no experience" for the appropriate question. For many individuals, it is more efficient to develop responses to the supplemental questions in a word processing document and then paste them into the final document to be submitted. Changes or corrections to your Supplemental Questionnaire cannot be made once your application packet has been submitted. If the Supplemental Questionnaire is used in the Formula Rate exam, failure to complete all of the questions or incomplete responses will result in a lower score. While scoring the Supplemental Questionnaire, the candidate's application and/or attachments will not be reviewed , therefore, a candidate's responses to the questions should be accurate, thorough, detailed, and complete. FORMULA RATE EXAMINATION (Weighted 100%) All candidates meeting the minimum qualifications by the cut-off date will have their Supplemental Questionnaire scored in the Formula Rate Examination. This examination will evaluate the relevance, level, recency, progression and quality of candidate's education, training and experience. The candidate's application or other materials will not be included in this examination. Therefore, the candidate's responses to the supplemental questionnaire should be thorough, detailed and complete. The score from the Formula Rate Examination will determine the ranking on the eligible/employment list for this job. All candidates competing in the testing process will receive written notice of their examination results by email. Notices can also be accessed in their governmentjobs.com inbox. Applicants achieving a passing score will be placed on the eligible list in rank order. The rank is determined by the test score attained from the examination. FREQUENTLY ASKED QUESTIONS Click here for Frequently Asked Questions (FAQ's) For information regarding County jobs: www.saccountyjobs.net Applicants requesting reasonable accommodations during employment examinations: For more information, please review the Job Applicant Exam Reasonable Accommodation Information and submit an Employment Exam Reasonable Accommodation Online Request Form . EMPLOYEE BENEFITS As an employee of the County of Sacramento, there will be a variety of benefits available to you. These benefits currently include: health, dental and life insurance; flexible spending account options for dependent care and unreimbursed dental and/or medical cost; and an employee assistance program (EAP). GENERAL BENEFITS: Most employee benefits are similar to the following for all County employees. However, some benefits differ, depending on the employee representation unit to which the employee's job classification is assigned. Information about the exact benefits applicable to a particular job classification may be obtained from the Sacramento County Department of Benefits or by visiting www.saccountyjobs.net. TEMPORARY POSITIONS: Most benefits do not apply to temporary positions. The explanations of benefits applies to employees in regular positions. SALARY STEP INCREASES: The beginning salary and the top of the salary range are usually shown on the job announcement. Upon satisfactory service, salary increases of approximately 5% are given annually until the top of the salary range has been attained. PAY: All employees are paid bi-weekly via direct deposit into the employee's bank account. The pay period covers fourteen (14) calendar days, starting on a Sunday and ending on the second Saturday thereafter. Salaries are generally paid on the Friday following the end of the pay period. Employees can set up their direct deposit and access their pay information via Employee Self Service in MySacCounty. VACATION: Generally, vacation with pay begins at 10 days annually. With increase over a period of years, the maximum annual vacation with pay is 25 days. HOLIDAYS: 14.5 holidays per year as recognized. SICK LEAVE: Equivalent to 15 days annually, unlimited accumulation. Upon retirement, unused sick leave is converted to retirement service credit. PARENTAL LEAVE: Entitles a regular County employee, with at least one year of continuous employment, to schedule a paid parental leave of up to 160 hours upon the birth or during the process of an adoption of a minor child. Parental leave shall be approved by the employee's appointing authority, except where the granting of the parental leave request would unduly interfere with or cause severe hardship upon department operations. TUITION REIMBURSEMENT: Dependent upon union agreements, regular County employees may be eligible to receive Tuition Reimbursement. The costs for course tuition/registration fees and required books/supplies are eligible for reimbursement. Tuition reimbursement amounts may vary depending upon union agreement. RETIREMENT: Social Security and Sacramento County Employees' Retirement System coverage. HEALTH INSURANCE: The County offers a variety of health plan design options to fit individual needs. DENTAL INSURANCE: The County provides a comprehensive dental benefit program for regular full-time and part-time employees and their eligible dependents. This plan pays on a set fee schedule that varies by procedure. Any amount over the fee schedule is the employee's responsibility. The yearly maximum is $2,000 per person, not including orthodontia. The orthodontic benefit is 50% of covered charges with a lifetime maximum of $1,000 per person. LIFE INSURANCE: The County of Sacramento provides a basic life insurance benefit of $15,000 to all eligible employees at no cost. Additional coverage may be purchased through payroll deduction. DEFERRED COMPENSATION: The County offers a Deferred Compensation Program which enables employees to save in a systematic way without paying income tax on either the payroll deduction or the earned interest, prior to withdrawal. EMPLOYEE ASSISTANCE PROGRAM: The County of Sacramento provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services in areas such as: Legal Advice/Difficult Decisions Marriage or Family Relationships Financial or Credit Worries/Elder Care Alcohol and Drug Abuse WELLNESS INCENTIVE PROGRAM: The County will recognize and award time off to eligible employees who maintain an excellent attendance record. FLEXIBLE SPENDING ACCOUNT: The County offers regular employees two separate Flexible Spending Accounts (FSA's). These accounts allow employees to set money aside, on a pre-tax basis via payroll deduction, to pay for medical, dental or dependent care expenses. DEPENDENT CARE REIMBURSEMENT ACCOUNT: Employees may set aside pre-tax dollars to pay for qualified childcare or dependent care expenses that are necessary for the employee and/or spouse to continue working. MEDICAL REIMBURSEMENT ACCOUNT: The Medical Reimbursement Account allows pre-tax dollars to be set aside to pay for out-of-pocket expenses that are not paid by insurance or reimbursed by any other benefit plan. WORKERS' COMPENSATION: In case of injury while on the job, each employee is protected under the Workers' Compensation laws of California. SACRAMENTO CREDIT UNION: The credit union offers loan facilities and systematic saving plans through payroll deduction. SELECTION AND PLACEMENT Sacramento County encourages applications from all persons regardless of race, color, ancestry, religious creed, national origin, gender, disability, political affiliation, or age. Certain age limits may be required by law, ordinance, or Civil Service direction for specific classifications such as those identified with hazardous occupations. MINIMUM QUALIFICATIONS: Please read carefully the "Minimum Qualifications" section of your announcement. You must meet those qualifications by the application deadline date unless otherwise specified. Your application must clearly show you meet the minimum qualifications by the application deadline date, or it will not be accepted. All statements are subject to verification. "Experience" means full-time paid experience unless the announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. PROMOTIONAL EXAMINATIONS: If the announcement indicates the examination is given on a promotional basis, candidates must hold permanent status in Sacramento County Civil Service by the application deadline date and must meet the minimum qualifications. OPEN EXAMINATIONS: Any person who meets the minimum qualifications may apply. CONTINUOUS FILING EXAMINATIONS: Applicants are eligible to reapply to and retake a continuous filing exam after 6 months from the date the previous exam results was received. ELIGIBLE LISTS: Names of qualified persons who made a passing score on an examination are entered, in order of their final grades, on an eligible list. To fill each vacancy, the hiring department will make a selection from among the top three ranks on the employment lists. EXAMINATION RATINGS: Unless otherwise stated on the announcement: To be successful, candidates must obtain a rating of at least 70% on each part of the examination. This may be an adjusted score or an arithmetic 70% of the total possible score as determined by the Director. APPEAL PROCESS: Persons who believe their applications have been improperly rejected may request the Employment Services Division to review its decision to reject the application. If the applicant desires to submit additional proof of qualifications, such proof must be received by Personnel Services not less than two (2) calendar days prior to the scheduled date for the examination. Persons who are disqualified in any phase of the examination may appeal such adverse action, in writing, to the Civil Service Commission, 700 H Street, Room 2640, Sacramento, CA 95814, telephone: (916) 874-5586. Such appeals must be filed within thirty (30) calendar days after notice of the adverse action was mailed to the candidate. FOR MORE INFORMATION PLEASE VISIT OUR FREQUENTLY ASKED QUESTIONS (FAQs): https://personnel.saccounty.net/Pages/EmploymentServicesFAQs.aspx OTHER INFORMATION VETERAN'S PREFERENCE: Military veterans who have served during wartime shall be given preference in initial appointment to County service. Such preference shall apply, provided the veteran has first achieved a minimum passing score in the examination. The passing score of a veteran shall be annotated to indicate the veteran's score shall be regarded as 5 points or higher, OR 10 points higher for disabled veterans, only for the purpose of determining the three ranks along with which the veteran's name shall be certified. No score shall actually be changed and no new rank shall be created as a result of application of veteran's preference for certification purposes. "Disabled Veteran" means any veteran who has served during wartime and, who, as of the final filing date for an examination is declared by the United States Veterans Administration or military service department to be 10% or more disabled as a result of his/her military service. Persons claiming eligibility for disabled veteran's preference must submit to the employment office, on or before the application deadline date, a certification from the United States Veterans Administration or a military service department, dated within 1 year, which certifies the present existence of a service related disability of 10% or more, or other acceptable proof of such disability as a result of his/her military service. Persons claiming eligibility for veterans preference must submit a copy of Form DD 214 or other acceptable proof of veteran's status on or before the final filing date for the examination. For purpose of this rule "reserve" status does not constitute active duty. CITIZENSHIP OR AUTHORIZED ALIEN REQUIREMENT: As required by the Immigration Reform and Control Act, all County employees must be United States citizens or aliens lawfully authorized to work in the United States. Proof of citizenship or authorized status will be required prior to appointment. CONFLICT OF INTEREST CODE: Some County Civil Service positions are covered by financial disclosure requirements intended to identify potential conflicts of interest. CONCURRENT EMPLOYMENT: No employee may concurrently occupy more than one County position. SPECIAL SKILL QUALIFICATIONS (WHEN SPECIFIED ON THE APPLICATION): Persons who have special skills required by some (but not all) positions in a class may be certified ahead of others provided that: Such special skills are based on the duties and requirements of the positions and are in conformance with merit system and equal opportunity principles, and The certification of eligibles who possess special skills have been approved by the Civil Service Commission. PRE-EMPLOYMENT MEDICAL EXAMINATION & DRUG TESTING: The County of Sacramento is committed to maintaining a drug and alcohol free workplace. All persons selected for appointment to positions must pass a medical examination and a drug test, administered by the County at no cost to the applicant. DRIVER LICENSE: Possession of a valid California Driver License may be required for some positions. PROBATIONARY PERIOD: Regular positions are subject to a probationary period which is an extension of the selection process. Unless otherwise indicated on the announcement, the probationary period is six (6) months. AGENCY SHOP/FAIR SHARE FEE: Some positions require, as a condition of continued employment, that the person either: 1. Become a union member; 2. Pay a fair share fee to the union; or, 3. Meet specific requirements under which an equivalent amount must be paid to a charity. FINGERPRINTING AND CRIMINAL RECORD CHECKS: Fingerprinting and criminal record checks are required for some positions. Closing Date/Time: Continuous
Mar 07, 2024
The Position Come join one of Forbes Magazine's Best Employers ! This is a continuous filing exam. Next filing cut-offs are at 5:00 pm on: 3/15/24, 4/30/24, 6/28/24, 8/30/24, 10/31/24, 12/31/24 Under direction, the Sheriff's Security Officer enforces security; safeguards and protects County and/or contracted non-County property, buildings, and equipment. Examples of Knowledge and Abilities Knowledge of Basic law enforcement principles and techniques Operation of communication equipment used in the course of the work, such as radios, telephone, pagers, and related systems Rules, regulations, codes, and laws related to the work Report writing methods and practices Basic first aid Ability to Maintain the security of building and grounds Practice the correct procedures of patrolling and directing traffic Administer basic first aid Effectively interview Establish and maintain cooperative working relationships with other law enforcement agencies Meet and deal with the public Understand and apply various rules and regulations Maintain self-control under stress Demonstrate the correct use and care of firearms Communicate using radio transmitting and receiving equipment Use electronic security screening equipment Prepare legible, correct, and accurate reports Employment Qualifications Minimum Qualifications Graduation from high school or satisfactory completion of an acceptable General Education Development (GED) Test. AND Satisfactory completion of an introductory course of training prescribed by the Commission on Peace Officer Standards and Training (P.O.S.T.) as described in Penal Code Section 832 (arrest and firearms training). AND Satisfactory completion of a course approved by the Commission on Peace Officer Standards and Training (P.O.S.T.) in the carrying and use of a club or baton or possession of a valid and current baton certification issued by the State of California, Department of Consumer Affairs. For more information regarding POST training courses, please visit the California Peace Officer Safety & Training website, at https://post.ca.gov/basic-training-academies . Special Requirements Background/Criminal History: Applicants for Sheriff's Security Officer must pass a criminal history and background check which may include a Computer Voice Stress Analyzer (CVSA) examination and contact of prior employers and personal references. Applicants will be fingerprinted for purposes of search of local, state, and national fingerprint files to disclose any criminal record. In addition, a classifiable set of fingerprints shall be furnished to the Department of Justice and to the Federal Bureau of Investigations. Prior to appointment, applicant must successfully pass a medical examination and psychological screening. Minimum Age Requirement: Be at least 18 years of age at the time of appointment. Uniforms: Incumbents must be willing to wear a designated Sheriff's Department uniform. Driver's License: Positions in this class require possession of, or ability to obtain a valid California Driver License, Class C or higher, before date of appointment. Failure to maintain the appropriate driver license may constitute cause for disciplinary action. Hours of Work: Incumbents in this class must be willing to work irregular hours, holidays, and weekends at various locations. Probationary Period The probationary period for this classification is twelve (12) months. Application and Testing Information APPLICATION Qualified applicants are encouraged to apply immediately. All applicants must complete and submit an online County of Sacramento employment application by 5:00 PM on the posted cut-off date. Click here to apply. County of Sacramento Department of Personnel Services Employment Services Division 700 H Street, Room 4667 Sacramento, CA 95814 Phone (916) 874-5593; 7-1-1 California Relay Service Email EmployOffice@Saccounty.net Inter-Office Mail Code: 09-4667 www.SacCountyJobs.net Employment applications and all documentation requested in this announcement must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. Your application should highlight all relevant education, training, and experience, and clearly indicate how you meet the minimum qualifications for the position as of the cut-off date. Application information must be current, concise and related to the requirements in this job announcement. You may only apply for this recruitment once. Duplicate and incomplete applications will be disqualified. A resume may be included with your application, however it will not substitute for the information requested on the application. SUPPLEMENTAL QUESTIONNAIRE Applicants are required to provide a full and complete response to each supplemental question. The Supplemental Questionnaire is located in the tab marked "Supplemental Questions". Please be descriptive in your response. Note: Responses of "See Resume" or "See Application", or copy and paste of work experience are not qualifying responses and will not be considered. Supplemental Questionnaires must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. The supplemental questions are designed to elicit specific information regarding a candidate's experience, education, and training. Responses should be consistent with the information on your application and are subject to verification. Please provide place of employment, pertinent dates, and concise, descriptive and detailed information for each question. If a job included responsibilities applicable to several questions, separate the different functions of the job to answer all the questions completely. Resumes or referral to the application or other questionnaire responses will not be accepted in lieu of completing each question. If you have no experience, write "no experience" for the appropriate question. For many individuals, it is more efficient to develop responses to the supplemental questions in a word processing document and then paste them into the final document to be submitted. Changes or corrections to your Supplemental Questionnaire cannot be made once your application packet has been submitted. If the Supplemental Questionnaire is used in the Formula Rate exam, failure to complete all of the questions or incomplete responses will result in a lower score. While scoring the Supplemental Questionnaire, the candidate's application and/or attachments will not be reviewed , therefore, a candidate's responses to the questions should be accurate, thorough, detailed, and complete. FORMULA RATE EXAMINATION (Weighted 100%) All candidates meeting the minimum qualifications by the cut-off date will have their Supplemental Questionnaire scored in the Formula Rate Examination. This examination will evaluate the relevance, level, recency, progression and quality of candidate's education, training and experience. The candidate's application or other materials will not be included in this examination. Therefore, the candidate's responses to the supplemental questionnaire should be thorough, detailed and complete. The score from the Formula Rate Examination will determine the ranking on the eligible/employment list for this job. All candidates competing in the testing process will receive written notice of their examination results by email. Notices can also be accessed in their governmentjobs.com inbox. Applicants achieving a passing score will be placed on the eligible list in rank order. The rank is determined by the test score attained from the examination. FREQUENTLY ASKED QUESTIONS Click here for Frequently Asked Questions (FAQ's) For information regarding County jobs: www.saccountyjobs.net Applicants requesting reasonable accommodations during employment examinations: For more information, please review the Job Applicant Exam Reasonable Accommodation Information and submit an Employment Exam Reasonable Accommodation Online Request Form . EMPLOYEE BENEFITS As an employee of the County of Sacramento, there will be a variety of benefits available to you. These benefits currently include: health, dental and life insurance; flexible spending account options for dependent care and unreimbursed dental and/or medical cost; and an employee assistance program (EAP). GENERAL BENEFITS: Most employee benefits are similar to the following for all County employees. However, some benefits differ, depending on the employee representation unit to which the employee's job classification is assigned. Information about the exact benefits applicable to a particular job classification may be obtained from the Sacramento County Department of Benefits or by visiting www.saccountyjobs.net. TEMPORARY POSITIONS: Most benefits do not apply to temporary positions. The explanations of benefits applies to employees in regular positions. SALARY STEP INCREASES: The beginning salary and the top of the salary range are usually shown on the job announcement. Upon satisfactory service, salary increases of approximately 5% are given annually until the top of the salary range has been attained. PAY: All employees are paid bi-weekly via direct deposit into the employee's bank account. The pay period covers fourteen (14) calendar days, starting on a Sunday and ending on the second Saturday thereafter. Salaries are generally paid on the Friday following the end of the pay period. Employees can set up their direct deposit and access their pay information via Employee Self Service in MySacCounty. VACATION: Generally, vacation with pay begins at 10 days annually. With increase over a period of years, the maximum annual vacation with pay is 25 days. HOLIDAYS: 14.5 holidays per year as recognized. SICK LEAVE: Equivalent to 15 days annually, unlimited accumulation. Upon retirement, unused sick leave is converted to retirement service credit. PARENTAL LEAVE: Entitles a regular County employee, with at least one year of continuous employment, to schedule a paid parental leave of up to 160 hours upon the birth or during the process of an adoption of a minor child. Parental leave shall be approved by the employee's appointing authority, except where the granting of the parental leave request would unduly interfere with or cause severe hardship upon department operations. TUITION REIMBURSEMENT: Dependent upon union agreements, regular County employees may be eligible to receive Tuition Reimbursement. The costs for course tuition/registration fees and required books/supplies are eligible for reimbursement. Tuition reimbursement amounts may vary depending upon union agreement. RETIREMENT: Social Security and Sacramento County Employees' Retirement System coverage. HEALTH INSURANCE: The County offers a variety of health plan design options to fit individual needs. DENTAL INSURANCE: The County provides a comprehensive dental benefit program for regular full-time and part-time employees and their eligible dependents. This plan pays on a set fee schedule that varies by procedure. Any amount over the fee schedule is the employee's responsibility. The yearly maximum is $2,000 per person, not including orthodontia. The orthodontic benefit is 50% of covered charges with a lifetime maximum of $1,000 per person. LIFE INSURANCE: The County of Sacramento provides a basic life insurance benefit of $15,000 to all eligible employees at no cost. Additional coverage may be purchased through payroll deduction. DEFERRED COMPENSATION: The County offers a Deferred Compensation Program which enables employees to save in a systematic way without paying income tax on either the payroll deduction or the earned interest, prior to withdrawal. EMPLOYEE ASSISTANCE PROGRAM: The County of Sacramento provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services in areas such as: Legal Advice/Difficult Decisions Marriage or Family Relationships Financial or Credit Worries/Elder Care Alcohol and Drug Abuse WELLNESS INCENTIVE PROGRAM: The County will recognize and award time off to eligible employees who maintain an excellent attendance record. FLEXIBLE SPENDING ACCOUNT: The County offers regular employees two separate Flexible Spending Accounts (FSA's). These accounts allow employees to set money aside, on a pre-tax basis via payroll deduction, to pay for medical, dental or dependent care expenses. DEPENDENT CARE REIMBURSEMENT ACCOUNT: Employees may set aside pre-tax dollars to pay for qualified childcare or dependent care expenses that are necessary for the employee and/or spouse to continue working. MEDICAL REIMBURSEMENT ACCOUNT: The Medical Reimbursement Account allows pre-tax dollars to be set aside to pay for out-of-pocket expenses that are not paid by insurance or reimbursed by any other benefit plan. WORKERS' COMPENSATION: In case of injury while on the job, each employee is protected under the Workers' Compensation laws of California. SACRAMENTO CREDIT UNION: The credit union offers loan facilities and systematic saving plans through payroll deduction. SELECTION AND PLACEMENT Sacramento County encourages applications from all persons regardless of race, color, ancestry, religious creed, national origin, gender, disability, political affiliation, or age. Certain age limits may be required by law, ordinance, or Civil Service direction for specific classifications such as those identified with hazardous occupations. MINIMUM QUALIFICATIONS: Please read carefully the "Minimum Qualifications" section of your announcement. You must meet those qualifications by the application deadline date unless otherwise specified. Your application must clearly show you meet the minimum qualifications by the application deadline date, or it will not be accepted. All statements are subject to verification. "Experience" means full-time paid experience unless the announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. PROMOTIONAL EXAMINATIONS: If the announcement indicates the examination is given on a promotional basis, candidates must hold permanent status in Sacramento County Civil Service by the application deadline date and must meet the minimum qualifications. OPEN EXAMINATIONS: Any person who meets the minimum qualifications may apply. CONTINUOUS FILING EXAMINATIONS: Applicants are eligible to reapply to and retake a continuous filing exam after 6 months from the date the previous exam results was received. ELIGIBLE LISTS: Names of qualified persons who made a passing score on an examination are entered, in order of their final grades, on an eligible list. To fill each vacancy, the hiring department will make a selection from among the top three ranks on the employment lists. EXAMINATION RATINGS: Unless otherwise stated on the announcement: To be successful, candidates must obtain a rating of at least 70% on each part of the examination. This may be an adjusted score or an arithmetic 70% of the total possible score as determined by the Director. APPEAL PROCESS: Persons who believe their applications have been improperly rejected may request the Employment Services Division to review its decision to reject the application. If the applicant desires to submit additional proof of qualifications, such proof must be received by Personnel Services not less than two (2) calendar days prior to the scheduled date for the examination. Persons who are disqualified in any phase of the examination may appeal such adverse action, in writing, to the Civil Service Commission, 700 H Street, Room 2640, Sacramento, CA 95814, telephone: (916) 874-5586. Such appeals must be filed within thirty (30) calendar days after notice of the adverse action was mailed to the candidate. FOR MORE INFORMATION PLEASE VISIT OUR FREQUENTLY ASKED QUESTIONS (FAQs): https://personnel.saccounty.net/Pages/EmploymentServicesFAQs.aspx OTHER INFORMATION VETERAN'S PREFERENCE: Military veterans who have served during wartime shall be given preference in initial appointment to County service. Such preference shall apply, provided the veteran has first achieved a minimum passing score in the examination. The passing score of a veteran shall be annotated to indicate the veteran's score shall be regarded as 5 points or higher, OR 10 points higher for disabled veterans, only for the purpose of determining the three ranks along with which the veteran's name shall be certified. No score shall actually be changed and no new rank shall be created as a result of application of veteran's preference for certification purposes. "Disabled Veteran" means any veteran who has served during wartime and, who, as of the final filing date for an examination is declared by the United States Veterans Administration or military service department to be 10% or more disabled as a result of his/her military service. Persons claiming eligibility for disabled veteran's preference must submit to the employment office, on or before the application deadline date, a certification from the United States Veterans Administration or a military service department, dated within 1 year, which certifies the present existence of a service related disability of 10% or more, or other acceptable proof of such disability as a result of his/her military service. Persons claiming eligibility for veterans preference must submit a copy of Form DD 214 or other acceptable proof of veteran's status on or before the final filing date for the examination. For purpose of this rule "reserve" status does not constitute active duty. CITIZENSHIP OR AUTHORIZED ALIEN REQUIREMENT: As required by the Immigration Reform and Control Act, all County employees must be United States citizens or aliens lawfully authorized to work in the United States. Proof of citizenship or authorized status will be required prior to appointment. CONFLICT OF INTEREST CODE: Some County Civil Service positions are covered by financial disclosure requirements intended to identify potential conflicts of interest. CONCURRENT EMPLOYMENT: No employee may concurrently occupy more than one County position. SPECIAL SKILL QUALIFICATIONS (WHEN SPECIFIED ON THE APPLICATION): Persons who have special skills required by some (but not all) positions in a class may be certified ahead of others provided that: Such special skills are based on the duties and requirements of the positions and are in conformance with merit system and equal opportunity principles, and The certification of eligibles who possess special skills have been approved by the Civil Service Commission. PRE-EMPLOYMENT MEDICAL EXAMINATION & DRUG TESTING: The County of Sacramento is committed to maintaining a drug and alcohol free workplace. All persons selected for appointment to positions must pass a medical examination and a drug test, administered by the County at no cost to the applicant. DRIVER LICENSE: Possession of a valid California Driver License may be required for some positions. PROBATIONARY PERIOD: Regular positions are subject to a probationary period which is an extension of the selection process. Unless otherwise indicated on the announcement, the probationary period is six (6) months. AGENCY SHOP/FAIR SHARE FEE: Some positions require, as a condition of continued employment, that the person either: 1. Become a union member; 2. Pay a fair share fee to the union; or, 3. Meet specific requirements under which an equivalent amount must be paid to a charity. FINGERPRINTING AND CRIMINAL RECORD CHECKS: Fingerprinting and criminal record checks are required for some positions. Closing Date/Time: Continuous
City of Long Beach, CA
City of Long Beach, California, United States
DESCRIPTION The City of Long Beach is seeking a highly qualified and experienced Community Information Officer to work in the Department of Public Works. THE COMMUNITY Ideally located on the Pacific Ocean south of Los Angeles, adjacent to Orange County, the City of Long Beach, California (population 470,000) is frequently described as a series of strong, diverse interwoven smaller communities within a large city. Enjoying an ideal Southern California climate, Long Beach is home to an abundance of cultural and recreational options. The Long Beach Convention Center, Aquarium of the Pacific, Queen Mary, and the annual Acura Grand Prix of Long Beach, plus a wide variety of other attractions (two historic ranchos, three marinas, and five golf courses), serve to draw 6.5 million visitors a year. The City is also home to California State University, Long Beach and Long Beach City College. Cal State Long Beach is the second largest university in the state and was recently ranked the No. 3 best-value public college in the nation. Covering approximately 50 square miles, Long Beach is supported by a wide mix of industries with education, health and social services, manufacturing, retail trade, and professional services comprising the highest representation. Known for its livable and desirable neighborhoods, Long Beach was named by America’s Promise Alliance as one of the 100 Best Communities for Young People two years in a row. While it offers all the amenities of a large metropolis, many say Long Beach offers the added benefit of having maintained a strong sense of community and cohesiveness despite its growth. A superb climate, quality schools, a vibrant downtown, and a wide variety of neighborhoods help make Long Beach one of the most livable communities in the country. CITY GOVERNMENT Long Beach, a charter city formed in 1897, is governed by nine City Council Members elected by district and a city-wide elected Mayor. Other elected officials include the City Attorney, City Auditor, and City Prosecutor. The elected officials are elected to staggered four-year terms. The City Council appoints the City Manager and City Clerk. The City Manager is responsible for the efficient administration of all City departments, excluding those under the direction of a separately elected official, Board or Commission. Long Beach is one of only three cities in California with its own Health Department and one of the very few municipalities with its own Utilities Department (Water and Gas) and Energy Resources Departments. The City is supported by a FY 2024 total budget of approximately $3.3 billion, with a General Fund budget of $719 million. More than 6,000 full and part-time employees support municipal operations with the vast majority being represented by twelve employee associations. To learn more about the City of Long Beach, go to: www.longbeach.gov. THE DEPARTMENT The Department of Public Works mission is “to maintain and enhance the City’s infrastructure and environment for the benefit of the public.” The Department strives to operate, preserve, and enhance the City's physical infrastructure and transportation systems. The Department provides a variety of community services including the repair, rehabilitation and general upkeep of City streets, public trees, sidewalks, and City structures . The Department's six bureaus: Business Operations, Engineering, Environmental Services, Project Management, Public Service, and Transportation Project Management total over 580 budgeted positions with an annual operating budget of $250 million and an annual capital improvement program budget of $150 million. Additional information on the Department can be found at www.longbeach.gov/pw. EXAMPLES OF DUTIES TH E POSITION The Community Information Officer is an unclassified, at-will management position that reports to the Business Operations Bureau Manager and is responsible for managing the Communications Division. The Community Information Officer leads a team of five and oversees all facets of public communication and outreach efforts for the Department of Public Works including media content creation, website management, branding consistency and responding to media inquiries. Duties of this position include, but are not limited to: Oversee data management and digital transformation efforts to enhance efficiency, transparency, and communication with the public. Support customer service workgroups to improve response time and overall performance. Inform and educate internal City partners, business owners, and residents about Public Works projects, policies, and services. Strategically plans the communications of the Public Works department to the general public and all internal and external stakeholders, encompassing all forms of media. Coordinate activities of the Communications Division. Oversee content creation for all Department social media channels. Manage the Department's website, including updates on citywide infrastructure projects and resident/business services . Develop and oversee public communications programs and events. Work on the department's Communications Plan and implement public information campaigns. Manage contracts for public outreach services and purchases of community outreach materials and supplies. Serve as the department's spokesperson with the media and community, including during emergency responses. THE IDEAL CANDIDATE The Community Information Officer will be an effective communicator with exceptional written and verbal communication skills, have a demonstrated ability to manage a wide range of projects simultaneously; strong organizational and interpersonal skills, and the ability to manage the interest of multiple stake holders working toward a common goal. This candidate will be a strong manager of people, projects, have the ability to quickly understand technical issues and administrative and political implications, and who will lead by example. This person will be driven, detail oriented, highly productive, and have excellent independent motivation and follow-through. The ideal candidate will demonstrate the following knowledge, skills and abilities: Ability to handle confidential department and employee information with complete discretion; Ability to use a high level of tact, diplomacy, and discretion in dealing with sensitive confidential situations; Ability to assess and organize work and set priorities; Ability to communicate expectations and hold staff accountable; Ability to take initiative and exercise sound independent judgement; Ability to handle frequent interruptions while completing multiple assignments with competing deadlines; Ability to establish and maintain effective working relationships with stakeholders at all levels including City and department management, public officials, employees, and the public; Creative problem-solving skills; Exceptional customer service skills and dedication to continuous improvement; Excellent oral and written communications skills including the ability to serve as a department spokesperson in small or large group settings; Ability to represent the department at community and other stakeholder meetings; Ability to quickly and succinctly respond to inquires. REQUIREMENTS TO FILE MINIMUM REQUIREMENTS: The Department of Public Works invites candidates who meet the following minimum requirements to apply: EDUCATION: Graduation from an accredited college or university with a bachelor’s degree, preferably in Public Relations, Communications, Journalism, Business Administration, Public Administration, or a closely related field (proof required at time of application*). Candidates may substitute experience offering specific and substantial preparation for the duties of the position for the required education on a year-for-year basis. *Required documents, such as transcripts, degrees, certificates, or licenses, must be uploaded to the online application in PDF format at the time of filing. Any documents submitted must contain either the applicant's name or other identifying characteristics on the document. Proof of education for academic degrees should indicate the type of degree and date of degree conferral. Candidates who possess degrees or units from outside the United States must attach proof of educational equivalency at the time of filing. EXPERIENCE: Three (3) years of progressively responsible experience performing duties in the administration of public communication, public outreach, and/or management of social media and internet-based communication for a company, organization, or government agency. One (1) year of the required experience must have been at a supervisory or management level. Possession of a valid Class C Driver License. DESIRABLE QUALIFICATIONS: Experience working with capital improvement projects. Experience with community outreach. Experience in organizations of similar size and complexity. Experience working with graphic information systems (GIS). SELECTION PROCEDURE This recruitment will close at 11:59 PM Pacific Time on Sunday, June 2, 2024 . To be considered, please submit an online application, including a cover letter, resume, and proof of education (if qualifying with a degree) in PDF format. Applications that fail to include all necessary documents will be considered incomplete and will not be taken into consideration. Applications will be reviewed for depth and breadth of experience, and for level and relatedness of education. The most qualified candidates will be invited to participate in further selection procedures. The selected candidate may be required to go through a background check and a physical examination prior to appointment. Applicants who do not meet the minimum requirements, including submission of all required attachments, will not be considered. For questions regarding this recruitment, please contact Veronica Camp at (562) 570-7287. The City of Long Beach is an Equal Opportunity Employe r . We value and encourage diversity in our workforce. The City of Long Beach is committed to creating a workplace where every employee is valued for who they are. Having our workforce reflect the diversity of our community at various levels of the organization is a continuous goal embraced by our departments, management staff, and policymakers. To support efforts of fairness and diversity, City Leadership is committed to incorporating equity and inclusion into our work by supporting staff and community partners. We are committed to promoting transparency by publishing updated demographic information for employees, including workforce diversity data and pay by race and gender. The City of Long Beach will consider qualified applicants with a criminal history pursuant to the California Fair Chance Ac t. You are not required to disclose your criminal history or participate in a background check until you receive a conditional job offer. If the City of Long Beach has concerns about a conviction that is directly related to the job after making a conditional job offer and conducting a background check, you will have the opportunity to explain the circumstances surrounding the conviction, provide evidence to mitigate concerns, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting https://calcivilrights.ca.gov/fair-chance-act The City of Long Beach intends to provide reasonable accommodations in accordance with the Americans with Disabilities Act of 1990. If a special accommodation is desired, or if you would like to request this information in an alternative format, please call 562-570-7287 For technical support with your governmentjobs.com application, please contact (855) 524-5627. The City of Long Beach offers its employees opportunities to grow personally and professionally.As a permanent employee, you are eligible to receive fringe benefits that include: Retirement: California Public Employees' Retirement System (PERS) defined benefit retirement plan, which is coordinated with Social Security. The benefit is 2.5% or 2.7% (depending on hire date) @55 for "Classic" members and 2% @62 for new members as defined by PEPRA, subject to the compensation limitations set by PERS. Both the City and the employee contributes toward CalPERS retirement contributions. The city also participates in Social Security. Health and Dental Insurance: The City offers the choice of HMO and PPO plans. The city pays major portion of the premium for employee and dependents depending on the health/ dental plan selected. Life Insurance: City-paid term life insurance policy equal to three (3) times annual salary to a maximum of $500,000. Disability Insurance: City-paid short-term and long-term disability insurance. Management Physical: Annual City-paid physical examination. Vacation: Twelve (12) vacation days after the first year of service; 15 days after four years, six months of service; 20 days after 19 years, six months of service. Executive Leave: Forty (40) hours Executive Leave per year. The City Manager has discretion to grant an additional 40 hours each year. Sick Leave : One day earned per month; unlimited accumulation; conversion upon retirement to cash credit toward health and/or dental insurance premiums, or to pension credits. Holidays: Eleven (11) designated holidays per year, plus four personal holidays to be used at the employee's discretion. Transportation Allowance: Monthly allowance is allocated by classifications below; Department Head $650.00 Deputy Director/Manager/Director (Harbor/Utilities) $550.00 Division Officer/Superintendent/ Chief of Staff / Administrator / Principal DCA $450.00 Assistant to Executive / Executive Assistant / Executive Secretary/ Executive Support Staff $300.00 Deferred Compensation Plan: Optional for employee contribution to a supplementary retirement savings program available through Mission Square Retirement formerly ICMA-RC Retirement Corporation). Classic CalPERS Members: The City will contribute a maximum of up to two percent (2%) of base salary* for all qualified Classic CalPERS members. Public Employees’ Pension Reform Act (PEPRA) CalPERS Members: Effective the second full pay period following City Council adoption, the City contribution will increase from two percent (2%) to three percent (3%) of base salary* for all qualified PEPRA CalPERS members. Flexible Spending Account (FSA): Optional election for employees to reduce taxable income for payment of allowable childcare or medical expenses. Flexible/Hybrid Work Schedule: Available (subject to City Manager approval). Paid Parental Leave: The City provides one hundred and sixty (160) hours of Paid Parental Leave at 100% of salary, for the birth, adoption or foster placement of a child, regardless of the gender, marital status or sexual orientation of the parent. Closing Date/Time: 6/2/2024 11:59 PM Pacific
May 04, 2024
Full Time
DESCRIPTION The City of Long Beach is seeking a highly qualified and experienced Community Information Officer to work in the Department of Public Works. THE COMMUNITY Ideally located on the Pacific Ocean south of Los Angeles, adjacent to Orange County, the City of Long Beach, California (population 470,000) is frequently described as a series of strong, diverse interwoven smaller communities within a large city. Enjoying an ideal Southern California climate, Long Beach is home to an abundance of cultural and recreational options. The Long Beach Convention Center, Aquarium of the Pacific, Queen Mary, and the annual Acura Grand Prix of Long Beach, plus a wide variety of other attractions (two historic ranchos, three marinas, and five golf courses), serve to draw 6.5 million visitors a year. The City is also home to California State University, Long Beach and Long Beach City College. Cal State Long Beach is the second largest university in the state and was recently ranked the No. 3 best-value public college in the nation. Covering approximately 50 square miles, Long Beach is supported by a wide mix of industries with education, health and social services, manufacturing, retail trade, and professional services comprising the highest representation. Known for its livable and desirable neighborhoods, Long Beach was named by America’s Promise Alliance as one of the 100 Best Communities for Young People two years in a row. While it offers all the amenities of a large metropolis, many say Long Beach offers the added benefit of having maintained a strong sense of community and cohesiveness despite its growth. A superb climate, quality schools, a vibrant downtown, and a wide variety of neighborhoods help make Long Beach one of the most livable communities in the country. CITY GOVERNMENT Long Beach, a charter city formed in 1897, is governed by nine City Council Members elected by district and a city-wide elected Mayor. Other elected officials include the City Attorney, City Auditor, and City Prosecutor. The elected officials are elected to staggered four-year terms. The City Council appoints the City Manager and City Clerk. The City Manager is responsible for the efficient administration of all City departments, excluding those under the direction of a separately elected official, Board or Commission. Long Beach is one of only three cities in California with its own Health Department and one of the very few municipalities with its own Utilities Department (Water and Gas) and Energy Resources Departments. The City is supported by a FY 2024 total budget of approximately $3.3 billion, with a General Fund budget of $719 million. More than 6,000 full and part-time employees support municipal operations with the vast majority being represented by twelve employee associations. To learn more about the City of Long Beach, go to: www.longbeach.gov. THE DEPARTMENT The Department of Public Works mission is “to maintain and enhance the City’s infrastructure and environment for the benefit of the public.” The Department strives to operate, preserve, and enhance the City's physical infrastructure and transportation systems. The Department provides a variety of community services including the repair, rehabilitation and general upkeep of City streets, public trees, sidewalks, and City structures . The Department's six bureaus: Business Operations, Engineering, Environmental Services, Project Management, Public Service, and Transportation Project Management total over 580 budgeted positions with an annual operating budget of $250 million and an annual capital improvement program budget of $150 million. Additional information on the Department can be found at www.longbeach.gov/pw. EXAMPLES OF DUTIES TH E POSITION The Community Information Officer is an unclassified, at-will management position that reports to the Business Operations Bureau Manager and is responsible for managing the Communications Division. The Community Information Officer leads a team of five and oversees all facets of public communication and outreach efforts for the Department of Public Works including media content creation, website management, branding consistency and responding to media inquiries. Duties of this position include, but are not limited to: Oversee data management and digital transformation efforts to enhance efficiency, transparency, and communication with the public. Support customer service workgroups to improve response time and overall performance. Inform and educate internal City partners, business owners, and residents about Public Works projects, policies, and services. Strategically plans the communications of the Public Works department to the general public and all internal and external stakeholders, encompassing all forms of media. Coordinate activities of the Communications Division. Oversee content creation for all Department social media channels. Manage the Department's website, including updates on citywide infrastructure projects and resident/business services . Develop and oversee public communications programs and events. Work on the department's Communications Plan and implement public information campaigns. Manage contracts for public outreach services and purchases of community outreach materials and supplies. Serve as the department's spokesperson with the media and community, including during emergency responses. THE IDEAL CANDIDATE The Community Information Officer will be an effective communicator with exceptional written and verbal communication skills, have a demonstrated ability to manage a wide range of projects simultaneously; strong organizational and interpersonal skills, and the ability to manage the interest of multiple stake holders working toward a common goal. This candidate will be a strong manager of people, projects, have the ability to quickly understand technical issues and administrative and political implications, and who will lead by example. This person will be driven, detail oriented, highly productive, and have excellent independent motivation and follow-through. The ideal candidate will demonstrate the following knowledge, skills and abilities: Ability to handle confidential department and employee information with complete discretion; Ability to use a high level of tact, diplomacy, and discretion in dealing with sensitive confidential situations; Ability to assess and organize work and set priorities; Ability to communicate expectations and hold staff accountable; Ability to take initiative and exercise sound independent judgement; Ability to handle frequent interruptions while completing multiple assignments with competing deadlines; Ability to establish and maintain effective working relationships with stakeholders at all levels including City and department management, public officials, employees, and the public; Creative problem-solving skills; Exceptional customer service skills and dedication to continuous improvement; Excellent oral and written communications skills including the ability to serve as a department spokesperson in small or large group settings; Ability to represent the department at community and other stakeholder meetings; Ability to quickly and succinctly respond to inquires. REQUIREMENTS TO FILE MINIMUM REQUIREMENTS: The Department of Public Works invites candidates who meet the following minimum requirements to apply: EDUCATION: Graduation from an accredited college or university with a bachelor’s degree, preferably in Public Relations, Communications, Journalism, Business Administration, Public Administration, or a closely related field (proof required at time of application*). Candidates may substitute experience offering specific and substantial preparation for the duties of the position for the required education on a year-for-year basis. *Required documents, such as transcripts, degrees, certificates, or licenses, must be uploaded to the online application in PDF format at the time of filing. Any documents submitted must contain either the applicant's name or other identifying characteristics on the document. Proof of education for academic degrees should indicate the type of degree and date of degree conferral. Candidates who possess degrees or units from outside the United States must attach proof of educational equivalency at the time of filing. EXPERIENCE: Three (3) years of progressively responsible experience performing duties in the administration of public communication, public outreach, and/or management of social media and internet-based communication for a company, organization, or government agency. One (1) year of the required experience must have been at a supervisory or management level. Possession of a valid Class C Driver License. DESIRABLE QUALIFICATIONS: Experience working with capital improvement projects. Experience with community outreach. Experience in organizations of similar size and complexity. Experience working with graphic information systems (GIS). SELECTION PROCEDURE This recruitment will close at 11:59 PM Pacific Time on Sunday, June 2, 2024 . To be considered, please submit an online application, including a cover letter, resume, and proof of education (if qualifying with a degree) in PDF format. Applications that fail to include all necessary documents will be considered incomplete and will not be taken into consideration. Applications will be reviewed for depth and breadth of experience, and for level and relatedness of education. The most qualified candidates will be invited to participate in further selection procedures. The selected candidate may be required to go through a background check and a physical examination prior to appointment. Applicants who do not meet the minimum requirements, including submission of all required attachments, will not be considered. For questions regarding this recruitment, please contact Veronica Camp at (562) 570-7287. The City of Long Beach is an Equal Opportunity Employe r . We value and encourage diversity in our workforce. The City of Long Beach is committed to creating a workplace where every employee is valued for who they are. Having our workforce reflect the diversity of our community at various levels of the organization is a continuous goal embraced by our departments, management staff, and policymakers. To support efforts of fairness and diversity, City Leadership is committed to incorporating equity and inclusion into our work by supporting staff and community partners. We are committed to promoting transparency by publishing updated demographic information for employees, including workforce diversity data and pay by race and gender. The City of Long Beach will consider qualified applicants with a criminal history pursuant to the California Fair Chance Ac t. You are not required to disclose your criminal history or participate in a background check until you receive a conditional job offer. If the City of Long Beach has concerns about a conviction that is directly related to the job after making a conditional job offer and conducting a background check, you will have the opportunity to explain the circumstances surrounding the conviction, provide evidence to mitigate concerns, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting https://calcivilrights.ca.gov/fair-chance-act The City of Long Beach intends to provide reasonable accommodations in accordance with the Americans with Disabilities Act of 1990. If a special accommodation is desired, or if you would like to request this information in an alternative format, please call 562-570-7287 For technical support with your governmentjobs.com application, please contact (855) 524-5627. The City of Long Beach offers its employees opportunities to grow personally and professionally.As a permanent employee, you are eligible to receive fringe benefits that include: Retirement: California Public Employees' Retirement System (PERS) defined benefit retirement plan, which is coordinated with Social Security. The benefit is 2.5% or 2.7% (depending on hire date) @55 for "Classic" members and 2% @62 for new members as defined by PEPRA, subject to the compensation limitations set by PERS. Both the City and the employee contributes toward CalPERS retirement contributions. The city also participates in Social Security. Health and Dental Insurance: The City offers the choice of HMO and PPO plans. The city pays major portion of the premium for employee and dependents depending on the health/ dental plan selected. Life Insurance: City-paid term life insurance policy equal to three (3) times annual salary to a maximum of $500,000. Disability Insurance: City-paid short-term and long-term disability insurance. Management Physical: Annual City-paid physical examination. Vacation: Twelve (12) vacation days after the first year of service; 15 days after four years, six months of service; 20 days after 19 years, six months of service. Executive Leave: Forty (40) hours Executive Leave per year. The City Manager has discretion to grant an additional 40 hours each year. Sick Leave : One day earned per month; unlimited accumulation; conversion upon retirement to cash credit toward health and/or dental insurance premiums, or to pension credits. Holidays: Eleven (11) designated holidays per year, plus four personal holidays to be used at the employee's discretion. Transportation Allowance: Monthly allowance is allocated by classifications below; Department Head $650.00 Deputy Director/Manager/Director (Harbor/Utilities) $550.00 Division Officer/Superintendent/ Chief of Staff / Administrator / Principal DCA $450.00 Assistant to Executive / Executive Assistant / Executive Secretary/ Executive Support Staff $300.00 Deferred Compensation Plan: Optional for employee contribution to a supplementary retirement savings program available through Mission Square Retirement formerly ICMA-RC Retirement Corporation). Classic CalPERS Members: The City will contribute a maximum of up to two percent (2%) of base salary* for all qualified Classic CalPERS members. Public Employees’ Pension Reform Act (PEPRA) CalPERS Members: Effective the second full pay period following City Council adoption, the City contribution will increase from two percent (2%) to three percent (3%) of base salary* for all qualified PEPRA CalPERS members. Flexible Spending Account (FSA): Optional election for employees to reduce taxable income for payment of allowable childcare or medical expenses. Flexible/Hybrid Work Schedule: Available (subject to City Manager approval). Paid Parental Leave: The City provides one hundred and sixty (160) hours of Paid Parental Leave at 100% of salary, for the birth, adoption or foster placement of a child, regardless of the gender, marital status or sexual orientation of the parent. Closing Date/Time: 6/2/2024 11:59 PM Pacific
Sacramento County, CA
Sacramento, California, United States
The Position Come join one of Forbes Magazine's Best Employers ! This is a limited continuous filing exam. The filing cut-offs are at 5:00 pm on: 5/13/2024, 5/27/2024 (final) Under direction, the Supervising Child Support Officer supervises, assigns, reviews, and participates in the work of staff responsible for a variety of tasks involving case establishment, collections, and distribution of child support within the Department of Child Support Services. Examples of Knowledge and Abilities Knowledge of Principles of supervision and mentoring, including training, performance evaluations, case management, and discipline Techniques of interviewing and investigation to obtain information Methods of automated and archival debt collection Resources available to locate individuals and assets Procedures, rules, laws, and methodologies pertaining to child support services operations Techniques of identifying and presenting evidence in court Preparation and service of legal process and court procedures English grammar, spelling, punctuation, and usage Practical application of computers and peripheral equipment Customer service principles, practices, and techniques . Ability to Select, supervise, train and evaluate assigned staff Plan, coordinate, assign, and evaluate the work of staff Plan and oversee staff training and development Gather, assemble, analyze, and evaluate facts and evidence Obtain personal, financial, and other sensitive information through interviews Evaluate situations and people accurately and adopt effective courses of action Investigate and resolve disciplinary issues and customer complaints Keep accurate notes and records of activities Read and understand legal codes and cases Testify in court in a direct, clear, and concise manner Employment Qualifications Minimum Qualifications Either: 1. One year of full-time paid experience as a leadworker, conducting child support establishment and/or enforcement activities in a county child support office. Or: 2. Two years of full-time, paid experience in a county child support office conducting child support establishment and/or enforcement activities at a level equivalent to the County of Sacramento class of Child Support Officer at the full journey level. Or: 3. Two years of full-time, paid collections work, including skip tracing and interviewing debtors with a company or agency not using a collection agency including one year as a lead worker. Note: If the word "experience" is referenced in the minimum qualifications, it means full-time paid experience unless the minimum qualification states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. General Qualifications Criminal History and Background Checks : The County may access criminal history information on candidates who have accepted a conditional offer of appointment for this class consistent with the provisions of Board of Supervisors Resolution No. 82-602, Personnel Policies and Procedures B-5, and applicable federal and state laws. The County shall not consider for employment any candidate who has been convicted of a felony or misdemeanor that relates to or impacts the candidate's ability to perform the job duties of this class unless it is determined that mitigating circumstances exist. For purposes of accessing criminal history information, the candidate will be fingerprinted. A subsequent arrest notification may be obtained. The County may also conduct a background check on the candidate prior to appointment to a position within this class. The background check may include personal and professional reference checks, credit history checks where authorized by Labor Code section 1024.5, Social Security Number verification, professional license/registration verification, military service information and driving history. Information obtained in the course of this background check will be considered by the appointing authority in the selection process. In obtaining such information, the County will comply with applicable consent and disclosure practices in the Fair Credit Reporting Act and the California Investigative Consumer Reporting Agencies Act. License Requirement: A valid California Driver License, Class C or higher, may be required at the time of appointment. Failure to obtain or maintain the appropriate California Driver License may constitute cause for personnel action in accordance with Civil Service Rules or applicable bargaining agreement. Individuals who do not meet this requirement due to disability will be reviewed on a case-by-case basis. Special Requirement: Some positions in the class of Supervising Child Support Officer may require the ability to communicate fluently in a language other than English. When required, these special skills may be used in performing such tasks as the following: 1. Interviews and negotiates financial agreements with non-custodial parents to enforce court-ordered support obligations. 2. Locates absent parents, investigates parents' assets and income, and notifies parents of intended legal action. The Civil Service Commission approved the use of selective certification for special skills 6/22/90. Probationary Period The probationary period for this classification is twelve(12) months. Application and Testing Information APPLICATION Qualified applicants are encouraged to apply immediately. All applicants must complete and submit an online County of Sacramento employment application by 5:00 PM on the posted cut-off date. Click here to apply. County of Sacramento Department of Personnel Services Employment Services Division 700 H Street, Room 4667 Sacramento, CA 95814 Phone (916) 874-5593; 7-1-1 California Relay Service Email EmployOffice@Saccounty.net Inter-Office Mail Code: 09-4667 www.SacCountyJobs.net Employment applications and all documentation requested in this announcement must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. Your application should highlight all relevant education, training, and experience, and clearly indicate how you meet the minimum qualifications for the position as of the cut-off date. Application information must be current, concise and related to the requirements in this job announcement. You may only apply for this recruitment once. Duplicate and incomplete applications will be disqualified. A resume may be included with your application, however it will not substitute for the information requested on the application. SUPPLEMENTAL QUESTIONNAIRE Applicants are required to provide a full and complete response to each supplemental question. The Supplemental Questionnaire is located in the tab marked "Supplemental Questions". Please be descriptive in your response. Note: Responses of "See Resume" or "See Application", or copy and paste of work experience are not qualifying responses and will not be considered. Supplemental Questionnaires must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. The supplemental questions are designed to elicit specific information regarding a candidate's experience, education, and training. Responses should be consistent with the information on your application and are subject to verification. Please provide place of employment, pertinent dates, and concise, descriptive and detailed information for each question. If a job included responsibilities applicable to several questions, separate the different functions of the job to answer all the questions completely. Resumes or referral to the application or other questionnaire responses will not be accepted in lieu of completing each question. If you have no experience, write "no experience" for the appropriate question. For many individuals, it is more efficient to develop responses to the supplemental questions in a word processing document and then paste them into the final document to be submitted. Changes or corrections to your Supplemental Questionnaire cannot be made once your application packet has been submitted. If the Supplemental Questionnaire is used in the Formula Rate exam, failure to complete all of the questions or incomplete responses will result in a lower score. While scoring the Supplemental Questionnaire, the candidate's application and/or attachments will not be reviewed , therefore, a candidate's responses to the questions should be accurate, thorough, detailed, and complete. FORMULA RATE EXAMINATION (Weighted 100%) All candidates meeting the minimum qualifications by the cut-off date will have their Supplemental Questionnaire scored in the Formula Rate Examination. This examination will evaluate the relevance, level, recency, progression and quality of candidate's education, training and experience. The candidate's application or other materials will not be included in this examination. Therefore, the candidate's responses to the supplemental questionnaire should be thorough, detailed and complete. The score from the Formula Rate Examination will determine the ranking on the eligible/employment list for this job. All candidates competing in the testing process will receive written notice of their examination results by email. Notices can also be accessed in their governmentjobs.com inbox. Applicants achieving a passing score will be placed on the eligible list in rank order. The rank is determined by the test score attained from the examination. FREQUENTLY ASKED QUESTIONS Click here for Frequently Asked Questions (FAQ's) For information regarding County jobs: www.saccountyjobs.net A pplicants requesting reasonable accommodations during employment examinations: For more information, please review the Job Applicant Exam Reasonable Accommodation Information and submit an Employment Exam Reasonable Accommodation Online Request Form . EMPLOYEE BENEFITS As an employee of the County of Sacramento, there will be a variety of benefits available to you. These benefits currently include: health, dental and life insurance; flexible spending account options for dependent care and unreimbursed dental and/or medical cost; and an employee assistance program (EAP). GENERAL BENEFITS: Most employee benefits are similar to the following for all County employees. However, some benefits differ, depending on the employee representation unit to which the employee's job classification is assigned. Information about the exact benefits applicable to a particular job classification may be obtained from the Sacramento County Department of Benefits or by visiting www.saccountyjobs.net. TEMPORARY POSITIONS: Most benefits do not apply to temporary positions. The explanations of benefits applies to employees in regular positions. SALARY STEP INCREASES: The beginning salary and the top of the salary range are usually shown on the job announcement. Upon satisfactory service, salary increases of approximately 5% are given annually until the top of the salary range has been attained. PAY: All employees are paid bi-weekly via direct deposit into the employee's bank account. The pay period covers fourteen (14) calendar days, starting on a Sunday and ending on the second Saturday thereafter. Salaries are generally paid on the Friday following the end of the pay period. Employees can set up their direct deposit and access their pay information via Employee Self Service in MySacCounty. VACATION: Generally, vacation with pay begins at 10 days annually. With increase over a period of years, the maximum annual vacation with pay is 25 days. HOLIDAYS: 14.5 holidays per year as recognized. SICK LEAVE: Equivalent to 15 days annually, unlimited accumulation. Upon retirement, unused sick leave is converted to retirement service credit. PARENTAL LEAVE: Entitles a regular County employee, with at least one year of continuous employment, to schedule a paid parental leave of up to 160 hours upon the birth or during the process of an adoption of a minor child. Parental leave shall be approved by the employee's appointing authority, except where the granting of the parental leave request would unduly interfere with or cause severe hardship upon department operations. TUITION REIMBURSEMENT: Dependent upon union agreements, regular County employees may be eligible to receive Tuition Reimbursement. The costs for course tuition/registration fees and required books/supplies are eligible for reimbursement. Tuition reimbursement amounts may vary depending upon union agreement. RETIREMENT: Social Security and Sacramento County Employees' Retirement System coverage. HEALTH INSURANCE: The County offers a variety of health plan design options to fit individual needs. DENTAL INSURANCE: The County provides a comprehensive dental benefit program for regular full-time and part-time employees and their eligible dependents. This plan pays on a set fee schedule that varies by procedure. Any amount over the fee schedule is the employee's responsibility. The yearly maximum is $2,000 per person, not including orthodontia. The orthodontic benefit is 50% of covered charges with a lifetime maximum of $1,000 per person. LIFE INSURANCE: The County of Sacramento provides a basic life insurance benefit of $15,000 to all eligible employees at no cost. Additional coverage may be purchased through payroll deduction. DEFERRED COMPENSATION: The County offers a Deferred Compensation Program which enables employees to save in a systematic way without paying income tax on either the payroll deduction or the earned interest, prior to withdrawal. EMPLOYEE ASSISTANCE PROGRAM: The County of Sacramento provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services in areas such as: Legal Advice/Difficult Decisions Marriage or Family Relationships Financial or Credit Worries/Elder Care Alcohol and Drug Abuse WELLNESS INCENTIVE PROGRAM: The County will recognize and award time off to eligible employees who maintain an excellent attendance record. FLEXIBLE SPENDING ACCOUNT: The County offers regular employees two separate Flexible Spending Accounts (FSA's). These accounts allow employees to set money aside, on a pre-tax basis via payroll deduction, to pay for medical, dental or dependent care expenses. DEPENDENT CARE REIMBURSEMENT ACCOUNT: Employees may set aside pre-tax dollars to pay for qualified childcare or dependent care expenses that are necessary for the employee and/or spouse to continue working. MEDICAL REIMBURSEMENT ACCOUNT: The Medical Reimbursement Account allows pre-tax dollars to be set aside to pay for out-of-pocket expenses that are not paid by insurance or reimbursed by any other benefit plan. WORKERS' COMPENSATION: In case of injury while on the job, each employee is protected under the Workers' Compensation laws of California. SACRAMENTO CREDIT UNION: The credit union offers loan facilities and systematic saving plans through payroll deduction. SELECTION AND PLACEMENT Sacramento County encourages applications from all persons regardless of race, color, ancestry, religious creed, national origin, gender, disability, political affiliation, or age. Certain age limits may be required by law, ordinance, or Civil Service direction for specific classifications such as those identified with hazardous occupations. MINIMUM QUALIFICATIONS: Please read carefully the "Minimum Qualifications" section of your announcement. You must meet those qualifications by the application deadline date unless otherwise specified. Your application must clearly show you meet the minimum qualifications by the application deadline date, or it will not be accepted. All statements are subject to verification. "Experience" means full-time paid experience unless the announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. PROMOTIONAL EXAMINATIONS: If the announcement indicates the examination is given on a promotional basis, candidates must hold permanent status in Sacramento County Civil Service by the application deadline date and must meet the minimum qualifications. OPEN EXAMINATIONS: Any person who meets the minimum qualifications may apply. CONTINUOUS FILING EXAMINATIONS: Applicants are eligible to reapply to and retake a continuous filing exam after 6 months from the date the previous exam results was received. ELIGIBLE LISTS: Names of qualified persons who made a passing score on an examination are entered, in order of their final grades, on an eligible list. To fill each vacancy, the hiring department will make a selection from among the top three ranks on the employment lists. EXAMINATION RATINGS: Unless otherwise stated on the announcement: To be successful, candidates must obtain a rating of at least 70% on each part of the examination. This may be an adjusted score or an arithmetic 70% of the total possible score as determined by the Director. APPEAL PROCESS: Persons who believe their applications have been improperly rejected may request the Employment Services Division to review its decision to reject the application. If the applicant desires to submit additional proof of qualifications, such proof must be received by Personnel Services not less than two (2) calendar days prior to the scheduled date for the examination. Persons who are disqualified in any phase of the examination may appeal such adverse action, in writing, to the Civil Service Commission, 700 H Street, Room 2640, Sacramento, CA 95814, telephone: (916) 874-5586. Such appeals must be filed within thirty (30) calendar days after notice of the adverse action was mailed to the candidate. FOR MORE INFORMATION PLEASE VISIT OUR FREQUENTLY ASKED QUESTIONS (FAQs): https://personnel.saccounty.net/Pages/EmploymentServicesFAQs.aspx OTHER INFORMATION VETERAN'S PREFERENCE: Military veterans who have served during wartime shall be given preference in initial appointment to County service. Such preference shall apply, provided the veteran has first achieved a minimum passing score in the examination. The passing score of a veteran shall be annotated to indicate the veteran's score shall be regarded as 5 points or higher, OR 10 points higher for disabled veterans, only for the purpose of determining the three ranks along with which the veteran's name shall be certified. No score shall actually be changed and no new rank shall be created as a result of application of veteran's preference for certification purposes. "Disabled Veteran" means any veteran who has served during wartime and, who, as of the final filing date for an examination is declared by the United States Veterans Administration or military service department to be 10% or more disabled as a result of his/her military service. Persons claiming eligibility for disabled veteran's preference must submit to the employment office, on or before the application deadline date, a certification from the United States Veterans Administration or a military service department, dated within 1 year, which certifies the present existence of a service related disability of 10% or more, or other acceptable proof of such disability as a result of his/her military service. Persons claiming eligibility for veterans preference must submit a copy of Form DD 214 or other acceptable proof of veteran's status on or before the final filing date for the examination. For purpose of this rule "reserve" status does not constitute active duty. CITIZENSHIP OR AUTHORIZED ALIEN REQUIREMENT: As required by the Immigration Reform and Control Act, all County employees must be United States citizens or aliens lawfully authorized to work in the United States. Proof of citizenship or authorized status will be required prior to appointment. CONFLICT OF INTEREST CODE: Some County Civil Service positions are covered by financial disclosure requirements intended to identify potential conflicts of interest. CONCURRENT EMPLOYMENT: No employee may concurrently occupy more than one County position. SPECIAL SKILL QUALIFICATIONS (WHEN SPECIFIED ON THE APPLICATION): Persons who have special skills required by some (but not all) positions in a class may be certified ahead of others provided that: Such special skills are based on the duties and requirements of the positions and are in conformance with merit system and equal opportunity principles, and The certification of eligibles who possess special skills have been approved by the Civil Service Commission. PRE-EMPLOYMENT MEDICAL EXAMINATION & DRUG TESTING: The County of Sacramento is committed to maintaining a drug and alcohol free workplace. All persons selected for appointment to positions must pass a medical examination and a drug test, administered by the County at no cost to the applicant. DRIVER LICENSE: Possession of a valid California Driver License may be required for some positions. PROBATIONARY PERIOD: Regular positions are subject to a probationary period which is an extension of the selection process. Unless otherwise indicated on the announcement, the probationary period is six (6) months. AGENCY SHOP/FAIR SHARE FEE: Some positions require, as a condition of continued employment, that the person either: 1. Become a union member; 2. Pay a fair share fee to the union; or, 3. Meet specific requirements under which an equivalent amount must be paid to a charity. FINGERPRINTING AND CRIMINAL RECORD CHECKS: Fingerprinting and criminal record checks are required for some positions. Closing Date/Time: 5/27/2024 5:00 PM Pacific
Apr 30, 2024
The Position Come join one of Forbes Magazine's Best Employers ! This is a limited continuous filing exam. The filing cut-offs are at 5:00 pm on: 5/13/2024, 5/27/2024 (final) Under direction, the Supervising Child Support Officer supervises, assigns, reviews, and participates in the work of staff responsible for a variety of tasks involving case establishment, collections, and distribution of child support within the Department of Child Support Services. Examples of Knowledge and Abilities Knowledge of Principles of supervision and mentoring, including training, performance evaluations, case management, and discipline Techniques of interviewing and investigation to obtain information Methods of automated and archival debt collection Resources available to locate individuals and assets Procedures, rules, laws, and methodologies pertaining to child support services operations Techniques of identifying and presenting evidence in court Preparation and service of legal process and court procedures English grammar, spelling, punctuation, and usage Practical application of computers and peripheral equipment Customer service principles, practices, and techniques . Ability to Select, supervise, train and evaluate assigned staff Plan, coordinate, assign, and evaluate the work of staff Plan and oversee staff training and development Gather, assemble, analyze, and evaluate facts and evidence Obtain personal, financial, and other sensitive information through interviews Evaluate situations and people accurately and adopt effective courses of action Investigate and resolve disciplinary issues and customer complaints Keep accurate notes and records of activities Read and understand legal codes and cases Testify in court in a direct, clear, and concise manner Employment Qualifications Minimum Qualifications Either: 1. One year of full-time paid experience as a leadworker, conducting child support establishment and/or enforcement activities in a county child support office. Or: 2. Two years of full-time, paid experience in a county child support office conducting child support establishment and/or enforcement activities at a level equivalent to the County of Sacramento class of Child Support Officer at the full journey level. Or: 3. Two years of full-time, paid collections work, including skip tracing and interviewing debtors with a company or agency not using a collection agency including one year as a lead worker. Note: If the word "experience" is referenced in the minimum qualifications, it means full-time paid experience unless the minimum qualification states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. General Qualifications Criminal History and Background Checks : The County may access criminal history information on candidates who have accepted a conditional offer of appointment for this class consistent with the provisions of Board of Supervisors Resolution No. 82-602, Personnel Policies and Procedures B-5, and applicable federal and state laws. The County shall not consider for employment any candidate who has been convicted of a felony or misdemeanor that relates to or impacts the candidate's ability to perform the job duties of this class unless it is determined that mitigating circumstances exist. For purposes of accessing criminal history information, the candidate will be fingerprinted. A subsequent arrest notification may be obtained. The County may also conduct a background check on the candidate prior to appointment to a position within this class. The background check may include personal and professional reference checks, credit history checks where authorized by Labor Code section 1024.5, Social Security Number verification, professional license/registration verification, military service information and driving history. Information obtained in the course of this background check will be considered by the appointing authority in the selection process. In obtaining such information, the County will comply with applicable consent and disclosure practices in the Fair Credit Reporting Act and the California Investigative Consumer Reporting Agencies Act. License Requirement: A valid California Driver License, Class C or higher, may be required at the time of appointment. Failure to obtain or maintain the appropriate California Driver License may constitute cause for personnel action in accordance with Civil Service Rules or applicable bargaining agreement. Individuals who do not meet this requirement due to disability will be reviewed on a case-by-case basis. Special Requirement: Some positions in the class of Supervising Child Support Officer may require the ability to communicate fluently in a language other than English. When required, these special skills may be used in performing such tasks as the following: 1. Interviews and negotiates financial agreements with non-custodial parents to enforce court-ordered support obligations. 2. Locates absent parents, investigates parents' assets and income, and notifies parents of intended legal action. The Civil Service Commission approved the use of selective certification for special skills 6/22/90. Probationary Period The probationary period for this classification is twelve(12) months. Application and Testing Information APPLICATION Qualified applicants are encouraged to apply immediately. All applicants must complete and submit an online County of Sacramento employment application by 5:00 PM on the posted cut-off date. Click here to apply. County of Sacramento Department of Personnel Services Employment Services Division 700 H Street, Room 4667 Sacramento, CA 95814 Phone (916) 874-5593; 7-1-1 California Relay Service Email EmployOffice@Saccounty.net Inter-Office Mail Code: 09-4667 www.SacCountyJobs.net Employment applications and all documentation requested in this announcement must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. Your application should highlight all relevant education, training, and experience, and clearly indicate how you meet the minimum qualifications for the position as of the cut-off date. Application information must be current, concise and related to the requirements in this job announcement. You may only apply for this recruitment once. Duplicate and incomplete applications will be disqualified. A resume may be included with your application, however it will not substitute for the information requested on the application. SUPPLEMENTAL QUESTIONNAIRE Applicants are required to provide a full and complete response to each supplemental question. The Supplemental Questionnaire is located in the tab marked "Supplemental Questions". Please be descriptive in your response. Note: Responses of "See Resume" or "See Application", or copy and paste of work experience are not qualifying responses and will not be considered. Supplemental Questionnaires must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. The supplemental questions are designed to elicit specific information regarding a candidate's experience, education, and training. Responses should be consistent with the information on your application and are subject to verification. Please provide place of employment, pertinent dates, and concise, descriptive and detailed information for each question. If a job included responsibilities applicable to several questions, separate the different functions of the job to answer all the questions completely. Resumes or referral to the application or other questionnaire responses will not be accepted in lieu of completing each question. If you have no experience, write "no experience" for the appropriate question. For many individuals, it is more efficient to develop responses to the supplemental questions in a word processing document and then paste them into the final document to be submitted. Changes or corrections to your Supplemental Questionnaire cannot be made once your application packet has been submitted. If the Supplemental Questionnaire is used in the Formula Rate exam, failure to complete all of the questions or incomplete responses will result in a lower score. While scoring the Supplemental Questionnaire, the candidate's application and/or attachments will not be reviewed , therefore, a candidate's responses to the questions should be accurate, thorough, detailed, and complete. FORMULA RATE EXAMINATION (Weighted 100%) All candidates meeting the minimum qualifications by the cut-off date will have their Supplemental Questionnaire scored in the Formula Rate Examination. This examination will evaluate the relevance, level, recency, progression and quality of candidate's education, training and experience. The candidate's application or other materials will not be included in this examination. Therefore, the candidate's responses to the supplemental questionnaire should be thorough, detailed and complete. The score from the Formula Rate Examination will determine the ranking on the eligible/employment list for this job. All candidates competing in the testing process will receive written notice of their examination results by email. Notices can also be accessed in their governmentjobs.com inbox. Applicants achieving a passing score will be placed on the eligible list in rank order. The rank is determined by the test score attained from the examination. FREQUENTLY ASKED QUESTIONS Click here for Frequently Asked Questions (FAQ's) For information regarding County jobs: www.saccountyjobs.net A pplicants requesting reasonable accommodations during employment examinations: For more information, please review the Job Applicant Exam Reasonable Accommodation Information and submit an Employment Exam Reasonable Accommodation Online Request Form . EMPLOYEE BENEFITS As an employee of the County of Sacramento, there will be a variety of benefits available to you. These benefits currently include: health, dental and life insurance; flexible spending account options for dependent care and unreimbursed dental and/or medical cost; and an employee assistance program (EAP). GENERAL BENEFITS: Most employee benefits are similar to the following for all County employees. However, some benefits differ, depending on the employee representation unit to which the employee's job classification is assigned. Information about the exact benefits applicable to a particular job classification may be obtained from the Sacramento County Department of Benefits or by visiting www.saccountyjobs.net. TEMPORARY POSITIONS: Most benefits do not apply to temporary positions. The explanations of benefits applies to employees in regular positions. SALARY STEP INCREASES: The beginning salary and the top of the salary range are usually shown on the job announcement. Upon satisfactory service, salary increases of approximately 5% are given annually until the top of the salary range has been attained. PAY: All employees are paid bi-weekly via direct deposit into the employee's bank account. The pay period covers fourteen (14) calendar days, starting on a Sunday and ending on the second Saturday thereafter. Salaries are generally paid on the Friday following the end of the pay period. Employees can set up their direct deposit and access their pay information via Employee Self Service in MySacCounty. VACATION: Generally, vacation with pay begins at 10 days annually. With increase over a period of years, the maximum annual vacation with pay is 25 days. HOLIDAYS: 14.5 holidays per year as recognized. SICK LEAVE: Equivalent to 15 days annually, unlimited accumulation. Upon retirement, unused sick leave is converted to retirement service credit. PARENTAL LEAVE: Entitles a regular County employee, with at least one year of continuous employment, to schedule a paid parental leave of up to 160 hours upon the birth or during the process of an adoption of a minor child. Parental leave shall be approved by the employee's appointing authority, except where the granting of the parental leave request would unduly interfere with or cause severe hardship upon department operations. TUITION REIMBURSEMENT: Dependent upon union agreements, regular County employees may be eligible to receive Tuition Reimbursement. The costs for course tuition/registration fees and required books/supplies are eligible for reimbursement. Tuition reimbursement amounts may vary depending upon union agreement. RETIREMENT: Social Security and Sacramento County Employees' Retirement System coverage. HEALTH INSURANCE: The County offers a variety of health plan design options to fit individual needs. DENTAL INSURANCE: The County provides a comprehensive dental benefit program for regular full-time and part-time employees and their eligible dependents. This plan pays on a set fee schedule that varies by procedure. Any amount over the fee schedule is the employee's responsibility. The yearly maximum is $2,000 per person, not including orthodontia. The orthodontic benefit is 50% of covered charges with a lifetime maximum of $1,000 per person. LIFE INSURANCE: The County of Sacramento provides a basic life insurance benefit of $15,000 to all eligible employees at no cost. Additional coverage may be purchased through payroll deduction. DEFERRED COMPENSATION: The County offers a Deferred Compensation Program which enables employees to save in a systematic way without paying income tax on either the payroll deduction or the earned interest, prior to withdrawal. EMPLOYEE ASSISTANCE PROGRAM: The County of Sacramento provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services in areas such as: Legal Advice/Difficult Decisions Marriage or Family Relationships Financial or Credit Worries/Elder Care Alcohol and Drug Abuse WELLNESS INCENTIVE PROGRAM: The County will recognize and award time off to eligible employees who maintain an excellent attendance record. FLEXIBLE SPENDING ACCOUNT: The County offers regular employees two separate Flexible Spending Accounts (FSA's). These accounts allow employees to set money aside, on a pre-tax basis via payroll deduction, to pay for medical, dental or dependent care expenses. DEPENDENT CARE REIMBURSEMENT ACCOUNT: Employees may set aside pre-tax dollars to pay for qualified childcare or dependent care expenses that are necessary for the employee and/or spouse to continue working. MEDICAL REIMBURSEMENT ACCOUNT: The Medical Reimbursement Account allows pre-tax dollars to be set aside to pay for out-of-pocket expenses that are not paid by insurance or reimbursed by any other benefit plan. WORKERS' COMPENSATION: In case of injury while on the job, each employee is protected under the Workers' Compensation laws of California. SACRAMENTO CREDIT UNION: The credit union offers loan facilities and systematic saving plans through payroll deduction. SELECTION AND PLACEMENT Sacramento County encourages applications from all persons regardless of race, color, ancestry, religious creed, national origin, gender, disability, political affiliation, or age. Certain age limits may be required by law, ordinance, or Civil Service direction for specific classifications such as those identified with hazardous occupations. MINIMUM QUALIFICATIONS: Please read carefully the "Minimum Qualifications" section of your announcement. You must meet those qualifications by the application deadline date unless otherwise specified. Your application must clearly show you meet the minimum qualifications by the application deadline date, or it will not be accepted. All statements are subject to verification. "Experience" means full-time paid experience unless the announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. PROMOTIONAL EXAMINATIONS: If the announcement indicates the examination is given on a promotional basis, candidates must hold permanent status in Sacramento County Civil Service by the application deadline date and must meet the minimum qualifications. OPEN EXAMINATIONS: Any person who meets the minimum qualifications may apply. CONTINUOUS FILING EXAMINATIONS: Applicants are eligible to reapply to and retake a continuous filing exam after 6 months from the date the previous exam results was received. ELIGIBLE LISTS: Names of qualified persons who made a passing score on an examination are entered, in order of their final grades, on an eligible list. To fill each vacancy, the hiring department will make a selection from among the top three ranks on the employment lists. EXAMINATION RATINGS: Unless otherwise stated on the announcement: To be successful, candidates must obtain a rating of at least 70% on each part of the examination. This may be an adjusted score or an arithmetic 70% of the total possible score as determined by the Director. APPEAL PROCESS: Persons who believe their applications have been improperly rejected may request the Employment Services Division to review its decision to reject the application. If the applicant desires to submit additional proof of qualifications, such proof must be received by Personnel Services not less than two (2) calendar days prior to the scheduled date for the examination. Persons who are disqualified in any phase of the examination may appeal such adverse action, in writing, to the Civil Service Commission, 700 H Street, Room 2640, Sacramento, CA 95814, telephone: (916) 874-5586. Such appeals must be filed within thirty (30) calendar days after notice of the adverse action was mailed to the candidate. FOR MORE INFORMATION PLEASE VISIT OUR FREQUENTLY ASKED QUESTIONS (FAQs): https://personnel.saccounty.net/Pages/EmploymentServicesFAQs.aspx OTHER INFORMATION VETERAN'S PREFERENCE: Military veterans who have served during wartime shall be given preference in initial appointment to County service. Such preference shall apply, provided the veteran has first achieved a minimum passing score in the examination. The passing score of a veteran shall be annotated to indicate the veteran's score shall be regarded as 5 points or higher, OR 10 points higher for disabled veterans, only for the purpose of determining the three ranks along with which the veteran's name shall be certified. No score shall actually be changed and no new rank shall be created as a result of application of veteran's preference for certification purposes. "Disabled Veteran" means any veteran who has served during wartime and, who, as of the final filing date for an examination is declared by the United States Veterans Administration or military service department to be 10% or more disabled as a result of his/her military service. Persons claiming eligibility for disabled veteran's preference must submit to the employment office, on or before the application deadline date, a certification from the United States Veterans Administration or a military service department, dated within 1 year, which certifies the present existence of a service related disability of 10% or more, or other acceptable proof of such disability as a result of his/her military service. Persons claiming eligibility for veterans preference must submit a copy of Form DD 214 or other acceptable proof of veteran's status on or before the final filing date for the examination. For purpose of this rule "reserve" status does not constitute active duty. CITIZENSHIP OR AUTHORIZED ALIEN REQUIREMENT: As required by the Immigration Reform and Control Act, all County employees must be United States citizens or aliens lawfully authorized to work in the United States. Proof of citizenship or authorized status will be required prior to appointment. CONFLICT OF INTEREST CODE: Some County Civil Service positions are covered by financial disclosure requirements intended to identify potential conflicts of interest. CONCURRENT EMPLOYMENT: No employee may concurrently occupy more than one County position. SPECIAL SKILL QUALIFICATIONS (WHEN SPECIFIED ON THE APPLICATION): Persons who have special skills required by some (but not all) positions in a class may be certified ahead of others provided that: Such special skills are based on the duties and requirements of the positions and are in conformance with merit system and equal opportunity principles, and The certification of eligibles who possess special skills have been approved by the Civil Service Commission. PRE-EMPLOYMENT MEDICAL EXAMINATION & DRUG TESTING: The County of Sacramento is committed to maintaining a drug and alcohol free workplace. All persons selected for appointment to positions must pass a medical examination and a drug test, administered by the County at no cost to the applicant. DRIVER LICENSE: Possession of a valid California Driver License may be required for some positions. PROBATIONARY PERIOD: Regular positions are subject to a probationary period which is an extension of the selection process. Unless otherwise indicated on the announcement, the probationary period is six (6) months. AGENCY SHOP/FAIR SHARE FEE: Some positions require, as a condition of continued employment, that the person either: 1. Become a union member; 2. Pay a fair share fee to the union; or, 3. Meet specific requirements under which an equivalent amount must be paid to a charity. FINGERPRINTING AND CRIMINAL RECORD CHECKS: Fingerprinting and criminal record checks are required for some positions. Closing Date/Time: 5/27/2024 5:00 PM Pacific
Sacramento County, CA
Sacramento, California, United States
The Position This is a limited continuous filing exam. The next filing cut-offs are at 5:00 pm on: 4/26/2024, 5/10/2024, *6/7/2024 (final) Level I - $4,642.33- $5,641.08/month Level II - $4,941.58 - $6,006.50/month The Child Support Officer Level I/II performs duties involving case establishment, collections, and distribution of child support within the Department of Child Support Services. Examples of Knowledge and Abilities Knowledge of Basic interviewing techniques Methods of debt collection Basic resources available to locate individuals Basic procedures, rules, laws and methodologies pertaining to child support operations Investigative techniques and procedures Court procedures Service of legal process English grammar, spelling, punctuation and usage Ability to Gather, assemble, analyze and evaluate facts and evidence Draw conclusions and make proper recommendations Evaluate situations and people accurately and adopt effective course of action Establish and maintain effective working relationships Prepare clear, concise and comprehensive correspondence and reports Keep accurate notes and records of activities Read and understand legal codes and cases Testify in court in a direct, clear and concise manner Elicit information from hostile and/or uncooperative individuals Employment Qualifications Minimum Qualifications Either: 1. One year of full-time, paid clerical experience in a county child support office with duties involving case intervention and/or in the customer service unit or in a health and human services program with responsibilities for determining eligibility. Or: 2. One year of full-time, paid collections work, including skip tracing and interviewing debtors with a company or agency not using a collection agency. Or: 3. Completion of an Associate's Degree or 60 semester units from an accredited college or university. Note: If the word "experience" is referenced in the minimum qualifications, it means full-time paid experience unless the minimum qualification states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. Note: If the minimum qualifications include an educational or certificate/license requirement, applicants must submit proof of requirements with the application. Failure to submit proof of requirements may result in disqualification from the examination. Unofficial transcripts are acceptable. For guidelines on submitting acceptable proof of educational requirements, please click here or speak to someone in our office before the cut-off date listed in this notice. General Qualifications Criminal History and Background Checks: The County may access criminal history information on candidates who have accepted a conditional offer of appointment for this class consistent with the provisions of Board of Supervisors Resolution No. 82-602, Personnel Policies and Procedures B-5, and applicable federal and state laws. The County shall not consider for employment any candidate who has been convicted of a felony or misdemeanor that relates to or impacts the candidate's ability to perform the job duties of this class unless it is determined that mitigating circumstances exist. For purposes of accessing criminal history information, the candidate will be fingerprinted. A subsequent arrest notification may be obtained. The County may also conduct a background check on the candidate prior to appointment to a position within this class. The background check may include personal and professional reference checks, credit history checks where authorized by Labor Code section 1024.5, Social Security Number verification, professional license/registration verification, military service information and driving history. Information obtained in the course of this background check will be considered by the appointing authority in the selection process. In obtaining such information, the County will comply with applicable consent and disclosure practices in the Fair Credit Reporting Act and the California Investigative Consumer Reporting Agencies Act. License Requirement: A valid California Driver License, Class C or higher, may be required at the time of appointment. Failure to obtain or maintain the appropriate California Driver License may constitute cause for personnel action in accordance with Civil Service Rules or applicable bargaining agreement. Individuals who do not meet this requirement due to disability will be reviewed on a case-by-case basis. Special Requirements: Some positions in the class of Child Support Officer Level I/II may require the ability to communicate fluently in a language other than English. When required, these special skills may be used in performing such tasks as the following: 1. Interviews and negotiates financial agreements with non-custodial parents to enforce court-ordered support obligations. 2. Locates absent parents, investigates parents' assets and income, and notifies parents of intended legal action. The Civil Service Commission approved the use of selective certification for special skills 6/22/90. Probationary Period The probationary period for this classification is twelve (12) months. Application and Testing Information APPLICATION Qualified applicants are encouraged to apply immediately. All applicants must complete and submit an online County of Sacramento employment application by 5:00 PM on the posted cut-off date. Click here to apply. County of Sacramento Department of Personnel Services Employment Services Division 700 H Street, Room 4667 Sacramento, CA 95814 Phone (916) 874-5593; 7-1-1 California Relay Service Email EmployOffice@Saccounty.net Inter-Office Mail Code: 09-4667 www.SacCountyJobs.net Employment applications and all documentation requested in this announcement must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. Your application should highlight all relevant education, training, and experience, and clearly indicate how you meet the minimum qualifications for the position as of the cut-off date. Application information must be current, concise and related to the requirements in this job announcement. You may only apply for this recruitment once. Duplicate and incomplete applications will be disqualified. A resume may be included with your application, however it will not substitute for the information requested on the application. SUPPLEMENTAL QUESTIONNAIRE Applicants are required to provide a full and complete response to each supplemental question. The Supplemental Questionnaire is located in the tab marked "Supplemental Questions". Please be descriptive in your response. Note: Responses of "See Resume" or "See Application", or copy and paste of work experience are not qualifying responses and will not be considered. Supplemental Questionnaires must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. The supplemental questions are designed to elicit specific information regarding a candidate's experience, education, and training. Responses should be consistent with the information on your application and are subject to verification. Please provide place of employment, pertinent dates, and concise, descriptive and detailed information for each question. If a job included responsibilities applicable to several questions, separate the different functions of the job to answer all the questions completely. Resumes or referral to the application or other questionnaire responses will not be accepted in lieu of completing each question. If you have no experience, write "no experience" for the appropriate question. For many individuals, it is more efficient to develop responses to the supplemental questions in a word processing document and then paste them into the final document to be submitted. Changes or corrections to your Supplemental Questionnaire cannot be made once your application packet has been submitted. If the Supplemental Questionnaire is used in the Formula Rate exam, failure to complete all of the questions or incomplete responses will result in a lower score. While scoring the Supplemental Questionnaire, the candidate's application and/or attachments will not be reviewed , therefore, a candidate's responses to the questions should be accurate, thorough, detailed, and complete. FORMULA RATE EXAMINATION (Weighted 100%) All candidates meeting the minimum qualifications by the cut-off date will have their Supplemental Questionnaire scored in the Formula Rate Examination. This examination will evaluate the relevance, level, recency, progression and quality of candidate's education, training and experience. The candidate's application or other materials will not be included in this examination. Therefore, the candidate's responses to the supplemental questionnaire should be thorough, detailed and complete. The score from the Formula Rate Examination will determine the ranking on the eligible/employment list for this job. All candidates competing in the testing process will receive written notice of their examination results by email. Notices can also be accessed in their governmentjobs.com inbox. Applicants achieving a passing score will be placed on the eligible list in rank order. The rank is determined by the test score attained from the examination. FREQUENTLY ASKED QUESTIONS Click here for Frequently Asked Questions (FAQ's) For information regarding County jobs: www.saccountyjobs.net EMPLOYEE BENEFITS As an employee of the County of Sacramento, there will be a variety of benefits available to you. These benefits currently include: health, dental and life insurance; flexible spending account options for dependent care and unreimbursed dental and/or medical cost; and an employee assistance program (EAP). GENERAL BENEFITS: Most employee benefits are similar to the following for all County employees. However, some benefits differ, depending on the employee representation unit to which the employee's job classification is assigned. Information about the exact benefits applicable to a particular job classification may be obtained from the Sacramento County Department of Benefits or by visiting www.saccountyjobs.net. TEMPORARY POSITIONS: Most benefits do not apply to temporary positions. The explanations of benefits applies to employees in regular positions. SALARY STEP INCREASES: The beginning salary and the top of the salary range are usually shown on the job announcement. Upon satisfactory service, salary increases of approximately 5% are given annually until the top of the salary range has been attained. PAY: All employees are paid bi-weekly via direct deposit into the employee's bank account. The pay period covers fourteen (14) calendar days, starting on a Sunday and ending on the second Saturday thereafter. Salaries are generally paid on the Friday following the end of the pay period. Employees can set up their direct deposit and access their pay information via Employee Self Service in MySacCounty. VACATION: Generally, vacation with pay begins at 10 days annually. With increase over a period of years, the maximum annual vacation with pay is 25 days. HOLIDAYS: 14.5 holidays per year as recognized. SICK LEAVE: Equivalent to 15 days annually, unlimited accumulation. Upon retirement, unused sick leave is converted to retirement service credit. PARENTAL LEAVE: Entitles a regular County employee, with at least one year of continuous employment, to schedule a paid parental leave of up to 160 hours upon the birth or during the process of an adoption of a minor child. Parental leave shall be approved by the employee's appointing authority, except where the granting of the parental leave request would unduly interfere with or cause severe hardship upon department operations. TUITION REIMBURSEMENT: Dependent upon union agreements, regular County employees may be eligible to receive Tuition Reimbursement. The costs for course tuition/registration fees and required books/supplies are eligible for reimbursement. Tuition reimbursement amounts may vary depending upon union agreement. RETIREMENT: Social Security and Sacramento County Employees' Retirement System coverage. HEALTH INSURANCE: The County offers a variety of health plan design options to fit individual needs. DENTAL INSURANCE: The County provides a comprehensive dental benefit program for regular full-time and part-time employees and their eligible dependents. This plan pays on a set fee schedule that varies by procedure. Any amount over the fee schedule is the employee's responsibility. The yearly maximum is $2,000 per person, not including orthodontia. The orthodontic benefit is 50% of covered charges with a lifetime maximum of $1,000 per person. LIFE INSURANCE: The County of Sacramento provides a basic life insurance benefit of $15,000 to all eligible employees at no cost. Additional coverage may be purchased through payroll deduction. DEFERRED COMPENSATION: The County offers a Deferred Compensation Program which enables employees to save in a systematic way without paying income tax on either the payroll deduction or the earned interest, prior to withdrawal. EMPLOYEE ASSISTANCE PROGRAM: The County of Sacramento provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services in areas such as: Legal Advice/Difficult Decisions Marriage or Family Relationships Financial or Credit Worries/Elder Care Alcohol and Drug Abuse WELLNESS INCENTIVE PROGRAM: The County will recognize and award time off to eligible employees who maintain an excellent attendance record. FLEXIBLE SPENDING ACCOUNT: The County offers regular employees two separate Flexible Spending Accounts (FSA's). These accounts allow employees to set money aside, on a pre-tax basis via payroll deduction, to pay for medical, dental or dependent care expenses. DEPENDENT CARE REIMBURSEMENT ACCOUNT: Employees may set aside pre-tax dollars to pay for qualified childcare or dependent care expenses that are necessary for the employee and/or spouse to continue working. MEDICAL REIMBURSEMENT ACCOUNT: The Medical Reimbursement Account allows pre-tax dollars to be set aside to pay for out-of-pocket expenses that are not paid by insurance or reimbursed by any other benefit plan. WORKERS' COMPENSATION: In case of injury while on the job, each employee is protected under the Workers' Compensation laws of California. SACRAMENTO CREDIT UNION: The credit union offers loan facilities and systematic saving plans through payroll deduction. SELECTION AND PLACEMENT Sacramento County encourages applications from all persons regardless of race, color, ancestry, religious creed, national origin, gender, disability, political affiliation, or age. Certain age limits may be required by law, ordinance, or Civil Service direction for specific classifications such as those identified with hazardous occupations. MINIMUM QUALIFICATIONS: Please read carefully the "Minimum Qualifications" section of your announcement. You must meet those qualifications by the application deadline date unless otherwise specified. Your application must clearly show you meet the minimum qualifications by the application deadline date, or it will not be accepted. All statements are subject to verification. "Experience" means full-time paid experience unless the announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. PROMOTIONAL EXAMINATIONS: If the announcement indicates the examination is given on a promotional basis, candidates must hold permanent status in Sacramento County Civil Service by the application deadline date and must meet the minimum qualifications. OPEN EXAMINATIONS: Any person who meets the minimum qualifications may apply. CONTINUOUS FILING EXAMINATIONS: Applicants are eligible to reapply to and retake a continuous filing exam after 6 months from the date the previous exam results was received. ELIGIBLE LISTS: Names of qualified persons who made a passing score on an examination are entered, in order of their final grades, on an eligible list. To fill each vacancy, the hiring department will make a selection from among the top three ranks on the employment lists. EXAMINATION RATINGS: Unless otherwise stated on the announcement: To be successful, candidates must obtain a rating of at least 70% on each part of the examination. This may be an adjusted score or an arithmetic 70% of the total possible score as determined by the Director. APPEAL PROCESS: Persons who believe their applications have been improperly rejected may request the Employment Services Division to review its decision to reject the application. If the applicant desires to submit additional proof of qualifications, such proof must be received by Personnel Services not less than two (2) calendar days prior to the scheduled date for the examination. Persons who are disqualified in any phase of the examination may appeal such adverse action, in writing, to the Civil Service Commission, 700 H Street, Room 2640, Sacramento, CA 95814, telephone: (916) 874-5586. Such appeals must be filed within thirty (30) calendar days after notice of the adverse action was mailed to the candidate. FOR MORE INFORMATION PLEASE VISIT OUR FREQUENTLY ASKED QUESTIONS (FAQs): https://personnel.saccounty.net/Pages/EmploymentServicesFAQs.aspx OTHER INFORMATION VETERAN'S PREFERENCE: Military veterans who have served during wartime shall be given preference in initial appointment to County service. Such preference shall apply, provided the veteran has first achieved a minimum passing score in the examination. The passing score of a veteran shall be annotated to indicate the veteran's score shall be regarded as 5 points or higher, OR 10 points higher for disabled veterans, only for the purpose of determining the three ranks along with which the veteran's name shall be certified. No score shall actually be changed and no new rank shall be created as a result of application of veteran's preference for certification purposes. "Disabled Veteran" means any veteran who has served during wartime and, who, as of the final filing date for an examination is declared by the United States Veterans Administration or military service department to be 10% or more disabled as a result of his/her military service. Persons claiming eligibility for disabled veteran's preference must submit to the employment office, on or before the application deadline date, a certification from the United States Veterans Administration or a military service department, dated within 1 year, which certifies the present existence of a service related disability of 10% or more, or other acceptable proof of such disability as a result of his/her military service. Persons claiming eligibility for veterans preference must submit a copy of Form DD 214 or other acceptable proof of veteran's status on or before the final filing date for the examination. For purpose of this rule "reserve" status does not constitute active duty. CITIZENSHIP OR AUTHORIZED ALIEN REQUIREMENT: As required by the Immigration Reform and Control Act, all County employees must be United States citizens or aliens lawfully authorized to work in the United States. Proof of citizenship or authorized status will be required prior to appointment. CONFLICT OF INTEREST CODE: Some County Civil Service positions are covered by financial disclosure requirements intended to identify potential conflicts of interest. CONCURRENT EMPLOYMENT: No employee may concurrently occupy more than one County position. SPECIAL SKILL QUALIFICATIONS (WHEN SPECIFIED ON THE APPLICATION): Persons who have special skills required by some (but not all) positions in a class may be certified ahead of others provided that: Such special skills are based on the duties and requirements of the positions and are in conformance with merit system and equal opportunity principles, and The certification of eligibles who possess special skills have been approved by the Civil Service Commission. PRE-EMPLOYMENT MEDICAL EXAMINATION & DRUG TESTING: The County of Sacramento is committed to maintaining a drug and alcohol free workplace. All persons selected for appointment to positions must pass a medical examination and a drug test, administered by the County at no cost to the applicant. DRIVER LICENSE: Possession of a valid California Driver License may be required for some positions. PROBATIONARY PERIOD: Regular positions are subject to a probationary period which is an extension of the selection process. Unless otherwise indicated on the announcement, the probationary period is six (6) months. AGENCY SHOP/FAIR SHARE FEE: Some positions require, as a condition of continued employment, that the person either: 1. Become a union member; 2. Pay a fair share fee to the union; or, 3. Meet specific requirements under which an equivalent amount must be paid to a charity. FINGERPRINTING AND CRIMINAL RECORD CHECKS: Fingerprinting and criminal record checks are required for some positions. Closing Date/Time: 6/7/2024 5:00 PM Pacific
Apr 13, 2024
The Position This is a limited continuous filing exam. The next filing cut-offs are at 5:00 pm on: 4/26/2024, 5/10/2024, *6/7/2024 (final) Level I - $4,642.33- $5,641.08/month Level II - $4,941.58 - $6,006.50/month The Child Support Officer Level I/II performs duties involving case establishment, collections, and distribution of child support within the Department of Child Support Services. Examples of Knowledge and Abilities Knowledge of Basic interviewing techniques Methods of debt collection Basic resources available to locate individuals Basic procedures, rules, laws and methodologies pertaining to child support operations Investigative techniques and procedures Court procedures Service of legal process English grammar, spelling, punctuation and usage Ability to Gather, assemble, analyze and evaluate facts and evidence Draw conclusions and make proper recommendations Evaluate situations and people accurately and adopt effective course of action Establish and maintain effective working relationships Prepare clear, concise and comprehensive correspondence and reports Keep accurate notes and records of activities Read and understand legal codes and cases Testify in court in a direct, clear and concise manner Elicit information from hostile and/or uncooperative individuals Employment Qualifications Minimum Qualifications Either: 1. One year of full-time, paid clerical experience in a county child support office with duties involving case intervention and/or in the customer service unit or in a health and human services program with responsibilities for determining eligibility. Or: 2. One year of full-time, paid collections work, including skip tracing and interviewing debtors with a company or agency not using a collection agency. Or: 3. Completion of an Associate's Degree or 60 semester units from an accredited college or university. Note: If the word "experience" is referenced in the minimum qualifications, it means full-time paid experience unless the minimum qualification states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. Note: If the minimum qualifications include an educational or certificate/license requirement, applicants must submit proof of requirements with the application. Failure to submit proof of requirements may result in disqualification from the examination. Unofficial transcripts are acceptable. For guidelines on submitting acceptable proof of educational requirements, please click here or speak to someone in our office before the cut-off date listed in this notice. General Qualifications Criminal History and Background Checks: The County may access criminal history information on candidates who have accepted a conditional offer of appointment for this class consistent with the provisions of Board of Supervisors Resolution No. 82-602, Personnel Policies and Procedures B-5, and applicable federal and state laws. The County shall not consider for employment any candidate who has been convicted of a felony or misdemeanor that relates to or impacts the candidate's ability to perform the job duties of this class unless it is determined that mitigating circumstances exist. For purposes of accessing criminal history information, the candidate will be fingerprinted. A subsequent arrest notification may be obtained. The County may also conduct a background check on the candidate prior to appointment to a position within this class. The background check may include personal and professional reference checks, credit history checks where authorized by Labor Code section 1024.5, Social Security Number verification, professional license/registration verification, military service information and driving history. Information obtained in the course of this background check will be considered by the appointing authority in the selection process. In obtaining such information, the County will comply with applicable consent and disclosure practices in the Fair Credit Reporting Act and the California Investigative Consumer Reporting Agencies Act. License Requirement: A valid California Driver License, Class C or higher, may be required at the time of appointment. Failure to obtain or maintain the appropriate California Driver License may constitute cause for personnel action in accordance with Civil Service Rules or applicable bargaining agreement. Individuals who do not meet this requirement due to disability will be reviewed on a case-by-case basis. Special Requirements: Some positions in the class of Child Support Officer Level I/II may require the ability to communicate fluently in a language other than English. When required, these special skills may be used in performing such tasks as the following: 1. Interviews and negotiates financial agreements with non-custodial parents to enforce court-ordered support obligations. 2. Locates absent parents, investigates parents' assets and income, and notifies parents of intended legal action. The Civil Service Commission approved the use of selective certification for special skills 6/22/90. Probationary Period The probationary period for this classification is twelve (12) months. Application and Testing Information APPLICATION Qualified applicants are encouraged to apply immediately. All applicants must complete and submit an online County of Sacramento employment application by 5:00 PM on the posted cut-off date. Click here to apply. County of Sacramento Department of Personnel Services Employment Services Division 700 H Street, Room 4667 Sacramento, CA 95814 Phone (916) 874-5593; 7-1-1 California Relay Service Email EmployOffice@Saccounty.net Inter-Office Mail Code: 09-4667 www.SacCountyJobs.net Employment applications and all documentation requested in this announcement must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. Your application should highlight all relevant education, training, and experience, and clearly indicate how you meet the minimum qualifications for the position as of the cut-off date. Application information must be current, concise and related to the requirements in this job announcement. You may only apply for this recruitment once. Duplicate and incomplete applications will be disqualified. A resume may be included with your application, however it will not substitute for the information requested on the application. SUPPLEMENTAL QUESTIONNAIRE Applicants are required to provide a full and complete response to each supplemental question. The Supplemental Questionnaire is located in the tab marked "Supplemental Questions". Please be descriptive in your response. Note: Responses of "See Resume" or "See Application", or copy and paste of work experience are not qualifying responses and will not be considered. Supplemental Questionnaires must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date. The supplemental questions are designed to elicit specific information regarding a candidate's experience, education, and training. Responses should be consistent with the information on your application and are subject to verification. Please provide place of employment, pertinent dates, and concise, descriptive and detailed information for each question. If a job included responsibilities applicable to several questions, separate the different functions of the job to answer all the questions completely. Resumes or referral to the application or other questionnaire responses will not be accepted in lieu of completing each question. If you have no experience, write "no experience" for the appropriate question. For many individuals, it is more efficient to develop responses to the supplemental questions in a word processing document and then paste them into the final document to be submitted. Changes or corrections to your Supplemental Questionnaire cannot be made once your application packet has been submitted. If the Supplemental Questionnaire is used in the Formula Rate exam, failure to complete all of the questions or incomplete responses will result in a lower score. While scoring the Supplemental Questionnaire, the candidate's application and/or attachments will not be reviewed , therefore, a candidate's responses to the questions should be accurate, thorough, detailed, and complete. FORMULA RATE EXAMINATION (Weighted 100%) All candidates meeting the minimum qualifications by the cut-off date will have their Supplemental Questionnaire scored in the Formula Rate Examination. This examination will evaluate the relevance, level, recency, progression and quality of candidate's education, training and experience. The candidate's application or other materials will not be included in this examination. Therefore, the candidate's responses to the supplemental questionnaire should be thorough, detailed and complete. The score from the Formula Rate Examination will determine the ranking on the eligible/employment list for this job. All candidates competing in the testing process will receive written notice of their examination results by email. Notices can also be accessed in their governmentjobs.com inbox. Applicants achieving a passing score will be placed on the eligible list in rank order. The rank is determined by the test score attained from the examination. FREQUENTLY ASKED QUESTIONS Click here for Frequently Asked Questions (FAQ's) For information regarding County jobs: www.saccountyjobs.net EMPLOYEE BENEFITS As an employee of the County of Sacramento, there will be a variety of benefits available to you. These benefits currently include: health, dental and life insurance; flexible spending account options for dependent care and unreimbursed dental and/or medical cost; and an employee assistance program (EAP). GENERAL BENEFITS: Most employee benefits are similar to the following for all County employees. However, some benefits differ, depending on the employee representation unit to which the employee's job classification is assigned. Information about the exact benefits applicable to a particular job classification may be obtained from the Sacramento County Department of Benefits or by visiting www.saccountyjobs.net. TEMPORARY POSITIONS: Most benefits do not apply to temporary positions. The explanations of benefits applies to employees in regular positions. SALARY STEP INCREASES: The beginning salary and the top of the salary range are usually shown on the job announcement. Upon satisfactory service, salary increases of approximately 5% are given annually until the top of the salary range has been attained. PAY: All employees are paid bi-weekly via direct deposit into the employee's bank account. The pay period covers fourteen (14) calendar days, starting on a Sunday and ending on the second Saturday thereafter. Salaries are generally paid on the Friday following the end of the pay period. Employees can set up their direct deposit and access their pay information via Employee Self Service in MySacCounty. VACATION: Generally, vacation with pay begins at 10 days annually. With increase over a period of years, the maximum annual vacation with pay is 25 days. HOLIDAYS: 14.5 holidays per year as recognized. SICK LEAVE: Equivalent to 15 days annually, unlimited accumulation. Upon retirement, unused sick leave is converted to retirement service credit. PARENTAL LEAVE: Entitles a regular County employee, with at least one year of continuous employment, to schedule a paid parental leave of up to 160 hours upon the birth or during the process of an adoption of a minor child. Parental leave shall be approved by the employee's appointing authority, except where the granting of the parental leave request would unduly interfere with or cause severe hardship upon department operations. TUITION REIMBURSEMENT: Dependent upon union agreements, regular County employees may be eligible to receive Tuition Reimbursement. The costs for course tuition/registration fees and required books/supplies are eligible for reimbursement. Tuition reimbursement amounts may vary depending upon union agreement. RETIREMENT: Social Security and Sacramento County Employees' Retirement System coverage. HEALTH INSURANCE: The County offers a variety of health plan design options to fit individual needs. DENTAL INSURANCE: The County provides a comprehensive dental benefit program for regular full-time and part-time employees and their eligible dependents. This plan pays on a set fee schedule that varies by procedure. Any amount over the fee schedule is the employee's responsibility. The yearly maximum is $2,000 per person, not including orthodontia. The orthodontic benefit is 50% of covered charges with a lifetime maximum of $1,000 per person. LIFE INSURANCE: The County of Sacramento provides a basic life insurance benefit of $15,000 to all eligible employees at no cost. Additional coverage may be purchased through payroll deduction. DEFERRED COMPENSATION: The County offers a Deferred Compensation Program which enables employees to save in a systematic way without paying income tax on either the payroll deduction or the earned interest, prior to withdrawal. EMPLOYEE ASSISTANCE PROGRAM: The County of Sacramento provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services in areas such as: Legal Advice/Difficult Decisions Marriage or Family Relationships Financial or Credit Worries/Elder Care Alcohol and Drug Abuse WELLNESS INCENTIVE PROGRAM: The County will recognize and award time off to eligible employees who maintain an excellent attendance record. FLEXIBLE SPENDING ACCOUNT: The County offers regular employees two separate Flexible Spending Accounts (FSA's). These accounts allow employees to set money aside, on a pre-tax basis via payroll deduction, to pay for medical, dental or dependent care expenses. DEPENDENT CARE REIMBURSEMENT ACCOUNT: Employees may set aside pre-tax dollars to pay for qualified childcare or dependent care expenses that are necessary for the employee and/or spouse to continue working. MEDICAL REIMBURSEMENT ACCOUNT: The Medical Reimbursement Account allows pre-tax dollars to be set aside to pay for out-of-pocket expenses that are not paid by insurance or reimbursed by any other benefit plan. WORKERS' COMPENSATION: In case of injury while on the job, each employee is protected under the Workers' Compensation laws of California. SACRAMENTO CREDIT UNION: The credit union offers loan facilities and systematic saving plans through payroll deduction. SELECTION AND PLACEMENT Sacramento County encourages applications from all persons regardless of race, color, ancestry, religious creed, national origin, gender, disability, political affiliation, or age. Certain age limits may be required by law, ordinance, or Civil Service direction for specific classifications such as those identified with hazardous occupations. MINIMUM QUALIFICATIONS: Please read carefully the "Minimum Qualifications" section of your announcement. You must meet those qualifications by the application deadline date unless otherwise specified. Your application must clearly show you meet the minimum qualifications by the application deadline date, or it will not be accepted. All statements are subject to verification. "Experience" means full-time paid experience unless the announcement states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements. PROMOTIONAL EXAMINATIONS: If the announcement indicates the examination is given on a promotional basis, candidates must hold permanent status in Sacramento County Civil Service by the application deadline date and must meet the minimum qualifications. OPEN EXAMINATIONS: Any person who meets the minimum qualifications may apply. CONTINUOUS FILING EXAMINATIONS: Applicants are eligible to reapply to and retake a continuous filing exam after 6 months from the date the previous exam results was received. ELIGIBLE LISTS: Names of qualified persons who made a passing score on an examination are entered, in order of their final grades, on an eligible list. To fill each vacancy, the hiring department will make a selection from among the top three ranks on the employment lists. EXAMINATION RATINGS: Unless otherwise stated on the announcement: To be successful, candidates must obtain a rating of at least 70% on each part of the examination. This may be an adjusted score or an arithmetic 70% of the total possible score as determined by the Director. APPEAL PROCESS: Persons who believe their applications have been improperly rejected may request the Employment Services Division to review its decision to reject the application. If the applicant desires to submit additional proof of qualifications, such proof must be received by Personnel Services not less than two (2) calendar days prior to the scheduled date for the examination. Persons who are disqualified in any phase of the examination may appeal such adverse action, in writing, to the Civil Service Commission, 700 H Street, Room 2640, Sacramento, CA 95814, telephone: (916) 874-5586. Such appeals must be filed within thirty (30) calendar days after notice of the adverse action was mailed to the candidate. FOR MORE INFORMATION PLEASE VISIT OUR FREQUENTLY ASKED QUESTIONS (FAQs): https://personnel.saccounty.net/Pages/EmploymentServicesFAQs.aspx OTHER INFORMATION VETERAN'S PREFERENCE: Military veterans who have served during wartime shall be given preference in initial appointment to County service. Such preference shall apply, provided the veteran has first achieved a minimum passing score in the examination. The passing score of a veteran shall be annotated to indicate the veteran's score shall be regarded as 5 points or higher, OR 10 points higher for disabled veterans, only for the purpose of determining the three ranks along with which the veteran's name shall be certified. No score shall actually be changed and no new rank shall be created as a result of application of veteran's preference for certification purposes. "Disabled Veteran" means any veteran who has served during wartime and, who, as of the final filing date for an examination is declared by the United States Veterans Administration or military service department to be 10% or more disabled as a result of his/her military service. Persons claiming eligibility for disabled veteran's preference must submit to the employment office, on or before the application deadline date, a certification from the United States Veterans Administration or a military service department, dated within 1 year, which certifies the present existence of a service related disability of 10% or more, or other acceptable proof of such disability as a result of his/her military service. Persons claiming eligibility for veterans preference must submit a copy of Form DD 214 or other acceptable proof of veteran's status on or before the final filing date for the examination. For purpose of this rule "reserve" status does not constitute active duty. CITIZENSHIP OR AUTHORIZED ALIEN REQUIREMENT: As required by the Immigration Reform and Control Act, all County employees must be United States citizens or aliens lawfully authorized to work in the United States. Proof of citizenship or authorized status will be required prior to appointment. CONFLICT OF INTEREST CODE: Some County Civil Service positions are covered by financial disclosure requirements intended to identify potential conflicts of interest. CONCURRENT EMPLOYMENT: No employee may concurrently occupy more than one County position. SPECIAL SKILL QUALIFICATIONS (WHEN SPECIFIED ON THE APPLICATION): Persons who have special skills required by some (but not all) positions in a class may be certified ahead of others provided that: Such special skills are based on the duties and requirements of the positions and are in conformance with merit system and equal opportunity principles, and The certification of eligibles who possess special skills have been approved by the Civil Service Commission. PRE-EMPLOYMENT MEDICAL EXAMINATION & DRUG TESTING: The County of Sacramento is committed to maintaining a drug and alcohol free workplace. All persons selected for appointment to positions must pass a medical examination and a drug test, administered by the County at no cost to the applicant. DRIVER LICENSE: Possession of a valid California Driver License may be required for some positions. PROBATIONARY PERIOD: Regular positions are subject to a probationary period which is an extension of the selection process. Unless otherwise indicated on the announcement, the probationary period is six (6) months. AGENCY SHOP/FAIR SHARE FEE: Some positions require, as a condition of continued employment, that the person either: 1. Become a union member; 2. Pay a fair share fee to the union; or, 3. Meet specific requirements under which an equivalent amount must be paid to a charity. FINGERPRINTING AND CRIMINAL RECORD CHECKS: Fingerprinting and criminal record checks are required for some positions. Closing Date/Time: 6/7/2024 5:00 PM Pacific
CITY OF SAN LUIS, AZ
San Luis, Arizona, United States
ABOUT THE POSITION YOUR FUTURE BEGINS HERE! Join one of the fastest-growing cities in Arizona and the youngest in Yuma County! Be part of the San Luis Police Department, About the position: Enforces laws and ordinances, maintains order, protects life and property, investigates crimes, and assists in crime prevention activities. Patrols assigned areas, responds to calls for assistance, and takes appropriate action. Controls and restrains potentially violent persons. Investigate suspicious conditions, activities, or persons. Assists other law enforcement agencies and provides needed backup when requested. Participates in rescue activities for sick and injured persons. Arrests, transports, and books violators and escorts prisoners to jail or court. Serves warrants, subpoenas, and other court orders. Prepares detailed reports of felony and misdemeanor crimes as well as criminal and civil traffic complaints. Conducts investigations of criminal cases and gathers, preserves, and analyzes facts and evidence. Conducts interviews and interrogations and records statements and testimony. Collects, prepares, and submits evidence for analysis, processing, or retention. Prepares material evidence and documentation for courtroom presentations and testifies in court as required. Provides information to attorneys and other authorized personnel. Participates in special enforcement details or special operations. Promotes crime prevention programs at local schools and within the community. Performs related duties as assigned. IDEAL CANDIDATE Possess the knowledge of: The roads and routes within the County. Methods and techniques of interrogation. Modern law enforcement methods and procedures, including case laws governing arrest, rules of evidence, probable cause, use of force, custody of evidence and property, and search and seizure. Principles and practices of leadership. Local community issues and regional community resources available to citizens. Duties, powers, authorities, and limitations of a Police Officer. Federal, State, and City criminal and traffic laws and related court decisions, department policies, General Operations Orders, Police Management Regulations, City of San Luis Management Procedures, Administrative Regulations, Memorandums of Understanding and Personnel Rules/Policies. City organization, operations, policies, and procedures. State of Arizona criminal justice and court procedures and records management requirements. Methods and techniques of interrogation. Preservation of evidence and admission into court. Computers and specialized hardware and software for preparing reports and maintaining records. Principles and practices of leadership. Investigative methods and analysis techniques. Possess the ability to: Perform defensive tactics requiring quick reflexes, agility, coordination, and strength. Gather, analyze, and evaluate facts and evidence. Prepare and maintain records and reports. Establish and maintain effective working relationships with others and interact with the public. Recognize and control sources of personal stress in order to effectively perform class requirements. Effectively communicate verbal and written instructions by phone, police radio system, or in person in a group or one-to-one setting. Think and act quickly and effectively in emergencies and under stressful situations. Observe or monitor objects or people’s behavior to determine compliance with prescribed operating or safety standards and accurately recall details. Maintain moral integrity. Maintain an acceptable level of physical fitness to meet department standards. Interpret and explain legal standards and procedures, applicable Federal and state rules and regulations, and City policies and procedures. Care for, maintain, and safely operate of a variety of law enforcement tools and equipment. Investigate and resolve conflicts, personnel issues, citizen inquiries, and complaints. Understand and follow written and oral instructions in English. To serve our community with courtesy and respect. MINIMUM REQUIREMENTS Required: High school diploma or GED equivalency An Arizona Peace Officer Standards & Training Board (AZ POST) certified Officer OR A Certified Officer in another state; Out-of-State Certified Officers will be required to apply for reciprocity. for more information, visit the Arizona POST website to review the waiver process. Be a United States Citizen Be in sound physical and mental health Have at least 20/20 vision uncorrected; or 20/20 vision corrected by glasses or contact lenses. Vision capable of distinguishing basic colors groups against a favorable background. Must meet AZ POST and City of San Luis Police Department drug standards Must have good moral character and personal integrity Licenses and Certificates: (mu st be maintained throughout employment) A valid driver's license at the time of application A Peace Officer Certification with AZ POST. Desired/Preferred: Depending upon the needs of the City, some incumbents of the class may be required to demonstrate fluency in both Spanish and English as a condition of employment. Availability to work a flexible schedule. Must successfully pass a comprehensive background investigation including credit check, polygraph, and psychological examination and meet the minimum POST standards for medical examination and physical ability. San Luis, Arizona residency SUPPLEMENTAL INFORMATION The City of San Luis is committed to Professional Growth and Career Development - OPEN UNTIL FILLED - Applications received by 5:00 pm on December 7 , 2023, will be reviewed and considered. Candidates with the most relevant backgrounds will be invited to participate in the interview/assessment process. Our officers enjoy Tuition Reimbursement, Incentive Pay, Home Vehicle, Fitness Membership, Medical /Dental/Vision Benefits, Education Loan Forgiveness, a full Pension Plan and more. Hiring Incentives, Retention Incentives, and Relocation Allowances may be available, subject to budget availability. HIRING PROCESS: POPAT Oral Interview Background Interview Background Investigation Polygraph Exam Psychological Exam Medical/Drug Screening The following benefit information is for all full-time San Luis Fire personnel. MEDICAL/ DENTAL/ VISION INSURANCE - The City of San Luis is proud to provide medical, dental and vision insurance for it's employees which is administered by EBSO. Dependent premiums are paid one month in advance and are pre-taxed. Additional information regarding medical, dental and vision benefits may be requested from the Human Resources Department. PUBLIC SAFETY PERSONNEL RETIREMENTSYSTEM (PSPRS) - City employees are required to enroll in the Arizona State Retirement System. Contribution based on years of service/Tier. For more information, please contact the HR Department at 928-341-8579. SOCIAL SECURITY AND MEDICARE- FICA (Social Security Tax) - Employee Contribution - 6.20% Medicare - Employee Contribution - 1.4500%. PAID TIME OFF (PTO) - Vacation Leave Accruals (Based on years of service and accrued on bi-weekly basis for 28 day work period) Less than 6 years - 4.08 hrs. 6 - 11 years - 6.12 hrs. 11 years or more - 8.15 hrs. Sick Leave -4.89 hrs. LIFE INSURANCE - The City provides eligible employees with a Life Insurance and Accidental Death and Dismemberment (AD&D) benefit. This plan is administered by Standard. Basic Life Benefit - 1x Salary up to $50,000.00 AD&D Benefit - 1x Salary up to $50,000.00 DISABILITY INSURANCE - Disability insurance is available to all employees who work 30 or more hours per week. Short-Term Disability - Coverage begins on the 15th day of injury or sickness. Duration of Benefits - 180 days Benefits Percentage- 66.67% Waiting Period - 14 days Maximum Weekly Benefit: $2,000.00 Long-Term Disability - (Public Safety Employees Only) Coverage begins on the 181st day for injury or sickness. Duration of Benefits- To age 65 Benefits Percentage- 60% Waiting Period- 180 days Maximum Monthly Benefit- $10,000.00 WORKER'S COMP - Insurance coverage for medical expenses and loss of income due to an on-the-job injury is provided by the City of San Luis for all employees. Employee Assistant Program (EAP) - Counseling for you and your dependents administered by Horizon Health. Up to 6 sessions per incident. No co-payment.
Mar 08, 2024
Full Time
ABOUT THE POSITION YOUR FUTURE BEGINS HERE! Join one of the fastest-growing cities in Arizona and the youngest in Yuma County! Be part of the San Luis Police Department, About the position: Enforces laws and ordinances, maintains order, protects life and property, investigates crimes, and assists in crime prevention activities. Patrols assigned areas, responds to calls for assistance, and takes appropriate action. Controls and restrains potentially violent persons. Investigate suspicious conditions, activities, or persons. Assists other law enforcement agencies and provides needed backup when requested. Participates in rescue activities for sick and injured persons. Arrests, transports, and books violators and escorts prisoners to jail or court. Serves warrants, subpoenas, and other court orders. Prepares detailed reports of felony and misdemeanor crimes as well as criminal and civil traffic complaints. Conducts investigations of criminal cases and gathers, preserves, and analyzes facts and evidence. Conducts interviews and interrogations and records statements and testimony. Collects, prepares, and submits evidence for analysis, processing, or retention. Prepares material evidence and documentation for courtroom presentations and testifies in court as required. Provides information to attorneys and other authorized personnel. Participates in special enforcement details or special operations. Promotes crime prevention programs at local schools and within the community. Performs related duties as assigned. IDEAL CANDIDATE Possess the knowledge of: The roads and routes within the County. Methods and techniques of interrogation. Modern law enforcement methods and procedures, including case laws governing arrest, rules of evidence, probable cause, use of force, custody of evidence and property, and search and seizure. Principles and practices of leadership. Local community issues and regional community resources available to citizens. Duties, powers, authorities, and limitations of a Police Officer. Federal, State, and City criminal and traffic laws and related court decisions, department policies, General Operations Orders, Police Management Regulations, City of San Luis Management Procedures, Administrative Regulations, Memorandums of Understanding and Personnel Rules/Policies. City organization, operations, policies, and procedures. State of Arizona criminal justice and court procedures and records management requirements. Methods and techniques of interrogation. Preservation of evidence and admission into court. Computers and specialized hardware and software for preparing reports and maintaining records. Principles and practices of leadership. Investigative methods and analysis techniques. Possess the ability to: Perform defensive tactics requiring quick reflexes, agility, coordination, and strength. Gather, analyze, and evaluate facts and evidence. Prepare and maintain records and reports. Establish and maintain effective working relationships with others and interact with the public. Recognize and control sources of personal stress in order to effectively perform class requirements. Effectively communicate verbal and written instructions by phone, police radio system, or in person in a group or one-to-one setting. Think and act quickly and effectively in emergencies and under stressful situations. Observe or monitor objects or people’s behavior to determine compliance with prescribed operating or safety standards and accurately recall details. Maintain moral integrity. Maintain an acceptable level of physical fitness to meet department standards. Interpret and explain legal standards and procedures, applicable Federal and state rules and regulations, and City policies and procedures. Care for, maintain, and safely operate of a variety of law enforcement tools and equipment. Investigate and resolve conflicts, personnel issues, citizen inquiries, and complaints. Understand and follow written and oral instructions in English. To serve our community with courtesy and respect. MINIMUM REQUIREMENTS Required: High school diploma or GED equivalency An Arizona Peace Officer Standards & Training Board (AZ POST) certified Officer OR A Certified Officer in another state; Out-of-State Certified Officers will be required to apply for reciprocity. for more information, visit the Arizona POST website to review the waiver process. Be a United States Citizen Be in sound physical and mental health Have at least 20/20 vision uncorrected; or 20/20 vision corrected by glasses or contact lenses. Vision capable of distinguishing basic colors groups against a favorable background. Must meet AZ POST and City of San Luis Police Department drug standards Must have good moral character and personal integrity Licenses and Certificates: (mu st be maintained throughout employment) A valid driver's license at the time of application A Peace Officer Certification with AZ POST. Desired/Preferred: Depending upon the needs of the City, some incumbents of the class may be required to demonstrate fluency in both Spanish and English as a condition of employment. Availability to work a flexible schedule. Must successfully pass a comprehensive background investigation including credit check, polygraph, and psychological examination and meet the minimum POST standards for medical examination and physical ability. San Luis, Arizona residency SUPPLEMENTAL INFORMATION The City of San Luis is committed to Professional Growth and Career Development - OPEN UNTIL FILLED - Applications received by 5:00 pm on December 7 , 2023, will be reviewed and considered. Candidates with the most relevant backgrounds will be invited to participate in the interview/assessment process. Our officers enjoy Tuition Reimbursement, Incentive Pay, Home Vehicle, Fitness Membership, Medical /Dental/Vision Benefits, Education Loan Forgiveness, a full Pension Plan and more. Hiring Incentives, Retention Incentives, and Relocation Allowances may be available, subject to budget availability. HIRING PROCESS: POPAT Oral Interview Background Interview Background Investigation Polygraph Exam Psychological Exam Medical/Drug Screening The following benefit information is for all full-time San Luis Fire personnel. MEDICAL/ DENTAL/ VISION INSURANCE - The City of San Luis is proud to provide medical, dental and vision insurance for it's employees which is administered by EBSO. Dependent premiums are paid one month in advance and are pre-taxed. Additional information regarding medical, dental and vision benefits may be requested from the Human Resources Department. PUBLIC SAFETY PERSONNEL RETIREMENTSYSTEM (PSPRS) - City employees are required to enroll in the Arizona State Retirement System. Contribution based on years of service/Tier. For more information, please contact the HR Department at 928-341-8579. SOCIAL SECURITY AND MEDICARE- FICA (Social Security Tax) - Employee Contribution - 6.20% Medicare - Employee Contribution - 1.4500%. PAID TIME OFF (PTO) - Vacation Leave Accruals (Based on years of service and accrued on bi-weekly basis for 28 day work period) Less than 6 years - 4.08 hrs. 6 - 11 years - 6.12 hrs. 11 years or more - 8.15 hrs. Sick Leave -4.89 hrs. LIFE INSURANCE - The City provides eligible employees with a Life Insurance and Accidental Death and Dismemberment (AD&D) benefit. This plan is administered by Standard. Basic Life Benefit - 1x Salary up to $50,000.00 AD&D Benefit - 1x Salary up to $50,000.00 DISABILITY INSURANCE - Disability insurance is available to all employees who work 30 or more hours per week. Short-Term Disability - Coverage begins on the 15th day of injury or sickness. Duration of Benefits - 180 days Benefits Percentage- 66.67% Waiting Period - 14 days Maximum Weekly Benefit: $2,000.00 Long-Term Disability - (Public Safety Employees Only) Coverage begins on the 181st day for injury or sickness. Duration of Benefits- To age 65 Benefits Percentage- 60% Waiting Period- 180 days Maximum Monthly Benefit- $10,000.00 WORKER'S COMP - Insurance coverage for medical expenses and loss of income due to an on-the-job injury is provided by the City of San Luis for all employees. Employee Assistant Program (EAP) - Counseling for you and your dependents administered by Horizon Health. Up to 6 sessions per incident. No co-payment.